Employee and employer screening
Employment law calls need dates, deadlines, documents, and party screening.
LegalVoice screens terminations, harassment, wage claims, discrimination, employer defense, and contract matters before routing or booking.
Dates
captured first
Side
employee vs employer
Docs
requested early
24/7 intake coverage
Never let nights, weekends, or overflow calls disappear into voicemail.
Human handoff when needed
Escalate sensitive or low-confidence situations to staff without friction.
Reviewable call records
Keep transcripts, summaries, and follow-up context in one place.
Why generic intake breaks
- Employee and employer calls need different tone, questions, and routing.
- Deadlines and event dates determine whether the matter can be helped.
- Opposing counsel, HR, and current clients should not enter lead intake.
- Documents often matter before the first attorney conversation.
Call path
- Determine caller side: Employee, employer, executive, HR, existing client, or opposing counsel.
- Screen the claim: Event type, dates, employer, documents, notices, deadlines, and desired outcome.
- Route relationship calls: Current clients, HR contacts, and opposing counsel move to their configured paths.
- Book or brief: Qualified callers book consults; lower-fit calls become clean summaries.
Employment Law intake overlay
- Are you calling as an employee, employer, executive, or business owner?
- What happened, and when did it happen?
- Is there a deadline, hearing, demand letter, charge, or notice?
- Do you have employment agreements, emails, pay records, or termination documents?
- What outcome are you hoping for?
Routing and escalation rules
- Existing employer clients can route to assigned staff.
- Opposing counsel, HR contacts, and vendors can bypass new intake.
- Short agency or court deadlines can trigger priority notification.
- Wrong-side or conflict-risk callers can be captured without booking.