Services & Fees

  1. Initial intakes, the review of your claim as set forth in the website intake questionnaire (hard copies can be faxed), are free of charge. Upon review, you will be contacted within 36 hours of receipt to establish a date and time for consultation, for further review and discussion. All consultations are $450 due at the time of the consultation meeting. If the Firm offers to handle the case, a proposed retainer will be provided at the close of the consultation meeting.
  2. A retainer agreement is required upon your retention of the Firm's services. Legal advice will not be provided until the retainer agreement is executed. The Firm's billing rates vary upon the nature of the work.
  3. Billing rates are available upon request.
  4. In the instance of litigation, a retainer deposit is required to cover court costs, discovery expense, and costs associated with all motion practice. Such amounts will be deposited in the Firm's client trust account, as required, and dispersed in accordance with the terms of the retainer agreement.
  5. The Firm will take contingency fee cases in certain matters. A listing of such matters is available on request.
  6. A monthly statement of services detailing work performed and the time associated with all activities will be provided to you at the close of each month. Fees are due and owing within 20 days. If your retainer deposit is exhausted, a new deposit will be required so that it may be billed against as services and expenses are incurred.
  7. Remember that there are very short time frames for enforcing many employment and employee benefit claims. Therefore, always remember that time is off the essence when determining whether and how you wish to enforce your rights and protect your interests.
  8. For your convenience, the Firm accepts Visa and MasterCard.

Contact Us

Clark Law Group, PLLC
1250 Connecticut Avenue, NW
Suite 200
Washington, DC 20036
Phone: (202) 293-0015
Fax: (202) 293-0115
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Clark Weekly

Clark Weekly

Topic of the Week

Forced Arbitration: Be Prepared

No employee is legally required to sign an arbitration agreement. However, employers often condition valuable benefits - such as getting or keeping a job - on your "agreement" to submit claims to arbitration which otherwise could have been presented to th

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Blog of the Week

Workplace Deaths Are Rising. Trump-Era Budget Cuts Could Make It Worse.

In an alarming development in the world of workplace safety, the latest statistics reveal that the number of accidental deaths on the job in America is on the rise, reversing the longer-term trend toward fewer fatal incidents.

Thought for the Week

"When disputes arise over pay, working conditions, or whatever else, workers must now face off against their employers one-on-one. If that sounds like an unfair fight, it is."

–Alan Blinder, economist, discussing recent SCOTUS decision permitting class action waivers in employment arbitration agreements

List of the Week

from Workplace Fairness

 Top Five Discrimination Searches This Week: 

  • Sex/Gender discrimination
  • Relgious discrimination
  • Proving discrimination
  • Language discrimination
  • Pregnancy discrimination

Top Five News Headlines

  1. The Deceptive Campaign to Keep D.C. Service Workers Underpaid
  2. Tesla Severance Offer Draws the Line on Worker-Safety Concerns
  3. Pregnancy Discrimination Is Rampant Inside America’s Biggest Companies
  4. Supreme Court Decision in Janus Looms Over Critical Public-Sector Jobs and Public Services
  5. Starbucks Discriminates Against Older Workers, According To Former Employees