Dash Radosti

Dash Radosti is the co-founder of Equal Justice Solutions, a faith-based public interest law firm that focuses on representing whistleblowers, investors, consumers, employees, veterans, and the seriously injured, including victims of sexual violence. Committed to tackling the country’s access-to-justice crisis, Dash strives to level the playing field between large institutions and those who have been wronged. He is also Of Counsel at the law firm of Wade Kipela Slade, whom he partners with on complex cases, including class actions.

Before starting Equal Justice Solutions, Dash was a Deputy Attorney General in the Fraud and Consumer Protection Division of the Delaware Department of Justice, where he investigated and prosecuted complex fraud, consumer protection matters, and cases involving technology, sex trafficking, and child exploitation. He also worked at a large international law firm, focusing on False Claims Act cases and complex litigation, and at a boutique firm specializing in investor protection before the Delaware Chancery Court.

Dash graduated from Georgetown University Law Center, externing with the Honorable Royce Lamberth of the U.S. District Court for the District of Columbia and the New York Office of the Attorney General. Fluent in Spanish and Italian, Dash has advised clients in both languages. He also has a working knowledge of Hindi. He is admitted to practice in Delaware, Pennsylvania, New Jersey, and Virginia.

In addition to his legal career, Dash served eight years in the U.S. Army Intelligence Corps, rising to the rank of captain and deploying to multiple Middle Eastern countries in support of the Global War on Terror. He also briefly worked at a major investment bank.

Outside of professional responsibilities, Dash enjoys fitness, martial arts, cooking, investing, spending time with dogs, watching true legal dramas and inspirational movies, as well as reading about history, philosophy, and religion.

• Military Discrimination
• Whistleblower

• Free Consultation
  We offer free consultation for all matters! Call us.
• Contingent Fees
  We pride ourselves on being the one of the most transparent firms on pricing. Most cases we take on a partial or complete contingent fee. Aligned with our public interest and Christian mission, we are committed to making justice accessible for all. Most cases we take on a contingency, which means we don't get paid if you don't win. If any of our normal fees would cause a significant hardship, ask about our pro bono application. For those with demonstrable need, we can often represent clients at a reduced price, or in some cases, pro bono (free). The ability to pay should never be an impediment to justice. Learn more about our story: https://equaljusticesolutions.org/our-story/
• Rates, Retainers and Additional Information
  We offer a unique and unrivaled package for employees who feel they have been discriminated or retaliated against in the workplace. For $899 (or $499 for veterans and first responders), we conduct a thorough investigation, give you a written legal strategy and analysis, and file a complaint with the EEOC (or similar government agency)--all within 45 days of you signing the retainer. We also give you bi-weekly case check ins, and direct access to an attorney. We are so confident that you will like our service, that we offer a no-questions-asked, 100% money back guarantee for the first 60 days. After the initial payment, you pay nothing to our law firm out of pocket, and we just get 1/3 of anything we recover for you. If you already have a settlement offer, it's only 1/3 of the addition of what we get you. If we think you have a claim, we will sue in court on your behalf. Every case we take gets settled or litigated to the Supreme Court.

Delaware

Delaware Supreme Court

Since 2022

New Jersey

New Jersey Courts

Since 2024

Pennsylvania

Disciplinary Board of the Supreme Court of Pennsylvania

Since 2024

Virginia

Virginia State Bar

Since 2021

Georgetown University Law Center

Q. Need advice please. I have property of mine at a boat repair business, It is a lower unit that goes on my boat motor.

October 9, 2024

A: Hi,

My name is Dash. I'm an attorney who specializes at Equal Justice Solutions, a firm that specializes in consumer law (among other things). Full disclaimer, we are not licensed in Missouri, and recommend you reach out to a MO lawyer for further information.

First, who manufactures your boat? Is it Beneteau? If so, a class action was recently filed by my firm against them, and we would love to learn more. We believe Beneteau may incentives dealers to make boat repairs take as long as possible to lower their warranty costs, but litigation is ongoing. If it is a Beneteau boat, please contact my firm:

https://equaljusticesolutions.org/

If not, I recommend you try filing a complaint with the BBB and state attorney general office. While neither may do much, they will prompt the business to likely respond, and that may incentivize them to finish the repairs or return the boat.

Barring that, your best bet would be to hire a consumer protection lawyer, or someone who is familiar with laws that protect MO consumers. You should be able to get them to write a demand letter on a flat rate. If they have to sue, they may be able to do it on a flat rate, as well, especially if it can be done in small claims court. Many consumer protection laws allow the consumer to recover attorneys fees as part of damages, so if you do sue and win, make sure your lawyer asks for attorneys fees.

Sorry to hear about the boat, and wishing you the best.

Kind regards,

Dash ... Read More

Q. Are there requirements on meal break timing when shifts do not require a meal break?

October 9, 2024

A: Hi,

My name is Dash. I'm a Delaware employment lawyer with the law firm Equal Justice Solutions.

The short answer is no. In fact, under Delaware law, there is no requirement to give employees a lunch break if they work less than 7.5 consecutive hours. A plain reading of the statute says as much:

"(a) An employer must allow an employee an unpaid meal break of at least 30 consecutive minutes, if the employee works 7 1/2 or more consecutive hours...."

I checked the case law in some legal databases, and it does not appear the Delaware Supreme Court has interpreted this section of the code--let alone addressed the question above.

So, the upshot is, my assessment, is that there is nothing that requires Delaware employers to give employees any type of lunch break if they work less than 7.5 consecutive hours. Since they aren't required to give a lunch break, if they chose to give a lunch break, there is no requirement when that break must occur.

I hope this helps, and if you have questions, feel free to contact us: https://equaljusticesolutions.org/ ... Read More

Q. I was fired for violation of harassment free workforce. We have no policy around employee relationships.

October 9, 2024

A: Listen, and I say this from a place of love, but part of being a lawyer is giving people tough advice. Based on what you are saying above, the behavior may have been highly inappropriate.

First, unless you belong to a union or have an employment contract like a tenured professor, you are probably an at-will employee. Thus, unless you are terminated for an unlawful reason, such as race, gender, religion, disability, or reporting a violation of the law, there is no recourse for the termination. Just because a company doesn't have a specific policy on something, doesn't mean they can't fire you, unless a contract (i.e. a union contract) says otherwise.

That aside, even if you could only be fired for cause, it seems like there is ample cause. Employer-employee romantic relationships are always a bad idea, and highly suspect. Why? Because a boss has power over their employee, and it's much more difficult for them to say no than in a normal social setting. What you might see as consensual (and may very well be consensual) at the time, could begin to feel like a hostile work environment if the employee loses interest. Additionally, if the employee feels they need a relationship to get ahead, it can also constitute a quid pro quo. And on top of this, when an employee having an affair with the boss gets ahead, it tends to kill morale and harm retention in the work place. Put bluntly, who wants to work in a place where only people who sleep with the boss get ahead?

Compounding all of this is the fact that the employee was addicted to meth when you started the relationship. You might have had the best of intentions, but the fact she was struggling with addiction made her susceptible to your advances. This, compounding by the fact you were her boss, creates a situation where there is a credible argument that consent was blurry, and that you took advantage of your authority.

Even if the above is not true, and you really cared about her, companies are not social clubs. They care about their business, and this whole situation creates huge potential liability for the company. It also probably harms morale, and creates a distraction. Because of this, they likely decided it was in their business judgment to terminate you.

I'm sorry you find yourself here, and I'm sure you might not have meant harm. But rather than looking to blame the company or the woman, I kindly suggest that you look at what you could have done differently, and avoid relationships with employees in the future. ... Read More