It's at this point, management experts say, that leaders should shift from the skills -
based,
reactive approach of «horizontal» leadership to big - picture
strategies, known as «vertical» leadership.
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.