Employment law cases involving discrimination, harassment, retaliation or hostile work environment are always complex. Because there are at least two parts to any case. There are what are typically described as “the facts.”
The facts are the laundry list of everything that happed to the person involved in the case. How they were mistreated by their coworkers, supervisors or employer. The words that were said, the date and time of the incidents. The meetings that were held. The transfers that were made. The change their duties or salary. And all of the myriad other factual details that make of the story of their case.
Make no mistake, facts are very important. They must provide the foundation for the case. But it is important to remember that facts are both objective and subjective. So, the same facts may appear different to two different observers. And this is why quantity is important. The more of them, the better detailed they are, the easier it is to create a compelling narrative of what went wrong.
However, the other important element of any case is the construction of that narrative. When you go in to court, you and your attorneys will tell story. While it is constructed, it is not “made up,” the facts are real. But how those facts are put together matters.
Selecting your attorney is important, because you need an attorney who can review your facts, examine the applicable law, and weave together a story that show the “forest” to the court, and not merely a collection of trees.
