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Unless your employer has a specific policy that allows you to bring representation to this meeting, nothing in the law would force the employer to accept the attorney's presence. They could simply refuse to do the meeting unless the attorney leaves. Unlike a criminal law situation where your right to representation is guaranteed, this isn't a criminal law situation and the employer is not a court, so the don't have to respect that you have representation and allow you to bring that attorney.
Even if they allowed the attorney to be present, there really isn't much that the attorney could do in that forum. The attorney could listen and learn as much as possible about the employer's intentions, but unless you have a contract of employment that specifically states that you can only be terminated for cause, the efficacy of the reason given for termination by the employer is not legally relevant. Without such a contract, your employment is "at will" and can legally be terminated at any time, with or without cause. Terminating you here, to make an example of you, while not really a fair reason is also not an illegal basis for termination either. So, in this situation, the attorney could really do nothing more than tell you, at the end of the meeting, that you have no claim and then bill you for their time.
Really, for an attorney to have any ability to work or help, there has to be some sort of allegation of discrimination on your part, based on race, religion, gender, age, disability or recent FMLA use, or there has to be a contract of employment that is being breached. Even in these circumstances, the employer still doesn't have to meet with the attorney. The attorney's ability to assist would revolve around filing the EEOC complaint for discrimination or the breach of contract suit in state court.
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