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• Equal Employment Opportunity Commission
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Objective Vs. Subjective Reasoning

Objective Reasoning
It is important when detailing your case that you always remain objective.  It is very easy to let our emotions take charge when we are describing a way that we were wrongfully treated.  What do you need to remember when trying to remain objective?

• Is there evidence to support the facts?
• Is the information bias?
• Are responses based upon facts or feelings?

Subjective Reasoning
When you believe that you’ve been victimized it can become very easy to reason subjectively.  Subjective reasoning is based purely on personal beliefs, ideals, preference, opinion, or culture.  What are some warning signs that you are handling your case subjectively?

• Heresy: heard the information from a friend of a friend…
• There is no solid evidence that you have been mistreated
• You are making your decisions based upon feelings or personal relationships you have with co-workers outside of the office
• If you take an assumptive based approach without evidence to back up your claims

Present Facts not Feelings
In order for us to determine if you have a case and if we can help you it is important that we remember to focus on the facts.  When we believe we have been mistreated we can easily rely on our feelings which may cloud our judgment and memory.  What are some facts that we should pay close attention to?

• What sort of documentation do I have to back up my claims?
• Have I communicated the wrongdoing with a superior or manager?
• Did I speak about the incident/incidents with any of my co-workers?
• Have I saved any threatening emails, voicemails, texts, or letters that could help me win my case?

Documentation
Any documentation that you can provide including the following will help our lawyers determine if there is something we can do to help you.  If you are still employed or have been terminated please remember that it is very important to always document items that you believe will have an impact on your case.

This may include:

• Employment Agreements: to determine if the termination is a breach of your employment agreement
• Employee Handbooks: an employee handbook can give rise to a  contractual promise to the employee
• Emails, Text Messages, Letters, or Voicemails: that are relevant to your claim
• Personnel Records: to determine your previous history with the company
• Affidavits from co-workers: who have witnessed firsthand  what happened