Employment Law

Employment law practices operate on two fundamentally different sides, and most handle both. Plaintiff-side work involves screening large volumes of employee inquiries to find viable claims, collecting workplace documents, and meeting agency filing deadlines. Defense-side work involves responding to employer clients who need investigations, policy reviews, or litigation defense. A single Lawmatics configuration must serve both sides without mixing data or workflows, and it must account for the tight statutory deadlines that govern employment claims.

Plaintiff vs. defense intake separation

We configure separate intake paths based on whether the prospect is an employee or an employer. Employee-side intake captures the employer name, dates of employment, type of claim, whether an EEOC charge has been filed, and key adverse actions with dates. Employer-side intake captures the company name, number of employees, the nature of the issue, and whether litigation has been threatened or filed. Each path feeds into its own pipeline with appropriate stages. This separation ensures your team never accidentally applies plaintiff workflows to a defense matter, and conflict checks run properly across both sides, integrated with your client intake system.

Deadline tracking and case screening

Employment claims are governed by strict filing deadlines that vary by claim type and jurisdiction. An EEOC charge typically must be filed within 180 or 300 days of the adverse action. State agency deadlines differ. Statute of limitations for wage claims varies by state. We build date-calculation fields into intake forms that flag approaching deadlines automatically and alert your team when a viable claim is at risk of expiring. For plaintiff-side practices that receive high inquiry volume, we configure qualification scoring based on claim type, documentation strength, employer size, and damages potential. This scoring helps your team prioritize callbacks and decline low-value matters early.

Document collection for evidence-heavy matters

Employment cases depend on documentation: offer letters, employment agreements, performance reviews, disciplinary records, pay stubs, company policies, and electronic communications. We configure automated document request sequences that go out immediately after intake, tailored to the claim type. A wage and hour claim triggers requests for pay stubs, timekeeping records, and the employee handbook. A discrimination claim triggers requests for performance reviews, the complaint history, and relevant communications. Reminders follow up on missing items so your team spends less time chasing paperwork.

Typical workflows we configure

• Separate employee and employer intake forms with side-specific qualification questions
• EEOC and state agency filing deadline calculators with countdown alerts
• Claim-type qualification scoring for plaintiff-side case screening
• Automated document request sequences tailored to discrimination, wage, and contract claims
• Employer-side investigation task templates with witness interview scheduling
• Post-resolution follow-up for settlement documentation and client reviews

If your employment law practice needs intake that handles both sides efficiently, schedule a consultation to plan your configuration.