Owed money? Start here.
Know your options, draft a demand letter, and take the right next step — all in one place.
Pricing
Two ways to push back
Both cover every step, from the first write-up to the final signature.
Inhouse AI
Inhouse drafts your complaints, counters and filings, and keeps every deadline in view.
- Your rights and deadlines, checked against your facts and state
- HR complaints, demand letters and agency charges
- Severance counters and release reviews, round by round
- Your timeline and evidence file, organized
Legal services
Dispute Guard
Accuracy Guarantee
Discounted legal services
24 Hour Money back guarantee. If you're not happy with the product or service, we'll refund everything.
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What we
see go wrong
Easy to avoid now. Hard to undo once you sign.
Taking the first severance number
One offer tripled after a counter. Another was a quarter of what the contract promised.
Signing a release that waives more than your job claim
A standard release can wipe out disability benefits or add promises you never meant to make. Carve them out first.
Staying quiet out of fear
If you never report it in writing, there is no dated complaint to point to when the retaliation starts.
Letting your evidence slip away
No screenshots, no originals, files out of order. Key moments end up as a call log with no record of what was said.
Answering an ultimatum under pressure
A reply sent in a panic can give away more than you meant to. Acknowledge it, slow down, then answer in writing.
Missing an agency or court deadline
Agency charges have 180 or 300 day limits, and late filings get thrown out. One user found every EEOC interview slot booked through the end of the year.
Asking for a number no one takes seriously
A $950,000 demand on an hourly job lets the other side call you unserious. Build the number from lost pay and benefits.
Assuming every employer is covered
The ADA and many state laws only apply at 15 or more employees. Check the headcount first.
Counting on a penalty that doesn’t apply yet
Some late-pay penalties only start after you leave the job. Check your state’s rule before you count on one.
Forgetting the arbitration agreement you signed at hire
Many hiring packets include one. It moves your case out of court and onto an arbitrator’s calendar.