Similarly, defendant employers are unprepared for the extensive airing of their own dirty linens, managerial missteps and workplace policy misjudgments, or for the impact upon workplace morale and productivity that such lawsuits inevitably inflict. For these reasons, it is often in the interest of both parties to settle an employment claim at the onset. Unfortunately, personal animosities and strategic blunders frequently prevent this from happening. The following is a blueprint for the quick and satisfactory resolution of employment claims. That A Claim May Be Made Probably the greatest error made by employers is to wait too long to seek the right kind of expert advice.
Employment law is a complex and constantly changing area of the law.
Even highly competent in-house counsel is not equipped to respond to many incipient claims unless he or she is an employment law specialist. Approach Settlement in an Open and Positive Manner Keep in mind that the claimant is someone who is hurt and angry, but also most likely anxious about undertaking litigation. What you want to do is defuse some of that anger and appeal to the worker s reasonable side. It is therefore important to reach out to an employee as soon as possible, before he has fully committed to litigation. How this is best done will vary from case to case.