Employment law attorneys typically charge an hourly rate, which can range from $200 to $650, depending on their experience and expertise. Some attorneys also work on a contingency fee basis, where the client pays a percentage of the settlement or award received if the case is handled successfully.

The initial consultation with an attorney is often free, but for hourly-based payment, the number of hours will vary depending on the complexity of the case. Additionally, some law firms may charge clients for an initial retainer, which can amount to thousands of dollars.

Employment law attorneys play a vital role in educating both employers and employees about labor laws and protecting their rights. They handle a wide range of legal issues related to the employer-employee relationship, including:

• Educating employees about their rights and representing them in cases of mistreatment, hostile work environments, or employer misconduct.
• Assisting employees in filing complaints with regulatory bodies for issues such as workplace misconduct, discrimination, or harassment.
• Representing employees in court for various matters, including wrongful termination, discrimination, and wage disputes.
• Advising employers on their rights and helping them handle employee grievances.
• Assisting employers in creating a strong defense and representing them in litigation cases brought by employees.
• Drafting and reviewing employment agreements, contracts, company policies, and employee handbooks.
• Providing legal advice to clients and negotiating on their behalf.

Start your search by exploring attorneys' websites, examining their focus on employment law, and assessing their experience in the field. Additionally, seek recommendations from friends, family, or other lawyers to gather diverse perspectives.

Next, schedule face-to-face meetings with potential attorneys. During these consultations, ask pointed questions about their experience, case strategy, and fee structure to ensure alignment with your needs. Understanding the attorney's fee structure is crucial, as it can vary from hourly rates to contingency fees or hybrid agreements.

Further, conduct thorough research to verify the attorney's background, standing, and any disciplinary history before making a final decision.

Finally, maintain honesty and transparency in your communication with the attorney, sharing all relevant details to enhance the likelihood of a successful case. 

Whether the plaintiff's attorney's fees are included in settlement offers for employment law cases depends on the negotiations and what both parties agree on. Sometimes, the settlement explicitly mentions covering the plaintiff's attorney's fees, making it part of the deal.

The plaintiff and their attorney must carefully go through the settlement terms, especially regarding attorney's fees. Some settlements may cover these fees entirely, while others might require the plaintiff's attorney to be paid separately or from the settlement amount.

These questions can serve as a starting point for your discussion with an employment law attorney, helping you make an informed decision about whether they are the right fit for your needs:

• How long have you been practicing employment law?
• What specific areas of employment law do you specialize in?
• Have you handled cases similar to mine before?
• What approach or strategy do you recommend for my situation?
• How do you typically handle negotiations or litigation in employment cases?
• How often can I expect updates on my case?
• What are your fees, and how do you charge for your services?
• Is there a retainer fee, and are there additional costs I should be aware of?
• What factors might influence the duration of the case?
• What are the possible outcomes or resolutions for my case?
• What is your approach to settlement negotiations versus taking a case to trial?
• What information or documents do you need from me to strengthen my case?
• Can you provide references from past clients?
• What are the potential costs and risks associated with pursuing my case?
• Are there alternatives to litigation that we should consider?

Consider these factors when choosing an employment law attorney who is best suited to handle your specific needs:

• Determine if you need a specialist in areas such as discrimination, harassment, wrongful termination, or wage disputes.
• Seek recommendations from friends, family, or colleagues who have had similar legal issues, or use online resources to identify attorneys with experience in employment law in your area.
• Verify the attorney's credentials, including their education, licensing, and specialization in employment law. Check for any disciplinary actions or complaints against the attorney.
• Look for an attorney with a significant amount of experience in handling employment law cases.
• Read client reviews and testimonials to gain insights into the attorney's reputation and client satisfaction. Check online platforms, legal directories, and the attorney's website for reviews.
• Schedule consultations with potential attorneys to discuss your case. Pay attention to their communication style, willingness to listen, and the clarity of their advice.
• Inquire about their approach to handling cases, potential strategies, and the likelihood of success.
• Clarify their fee structure, payment terms, and any additional costs.
• Assess how comfortable you feel working with the attorney. Consider their ability to explain legal concepts in a way that you can understand.
• Understand the attorney's fee structure and whether it aligns with your budget. Discuss potential additional costs and any billing arrangements.