A
typical attorney who self -
identifies as an «employee rights» attorney will usually have much more experience (as compared to the
typical attorney
identified as an «employment attorney» or an «employer defense» attorney) with: (1) representing workers on a contingency -
fee basis (where no
fee is paid unless the case wins or settles) and offering risk - sharing
fee arrangements generally; (2) playing offense, so to speak — analyzing,
identifying and prosecuting specific legal violations (whereas employer - side attorneys tend to have more experience in broader - stroke compliance / employer - training matters, and reactive work in litigation that responds to claims they are presented); and (3)
identifying with the «little guy» who has been harmed by a larger opponent, often having well - tested strategies that have worked while representing individuals against large organizations and wind up with good case results.