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An advisory jury’s substantial front pay award to a plaintiff in a retaliation case was drastically reduced by the judge.

Last fall, a jury sat for a five-day trial in federal court in Boise, Idaho. The plaintiff had brought claims of sex discrimination, harassment, and retaliation against her former employer. She brought these claims under both federal law, the Civil Rights Act of 1964 (“Title VII”), and state law, the Idaho Human Rights Act (“IHRA”). By the time the case went to trial, two questions remained for the jury: Did the plaintiff prove her retaliation claim under state and federal law? If so, what were her damages? 

After deliberation, the jury found that (1) the plaintiff had shown retaliation, and (2) her damages were a stunning $300,000 in back pay plus $1.35 million in front pay, for a total of $1.65 million in damages (plus prejudgment interest and possible attorney fees and costs award).[1]

But that’s not where the case ended. Just recently, the judge decreased the front pay award by over a million dollars, from $1.35 million to $130,333.Continue Reading $1.65 Million “Advisory” Jury Award in Idaho Employment Case

“Bankruptcy?” you ask. “Why are employment lawyers talking about bankruptcy?” Well, in fact, there are times when bankruptcy can provide a defense to employment discrimination claims. It involves a principle known as “judicial estoppel,” which precludes a party from taking a position in a case which is contrary to a position they have taken in earlier legal proceedings. 

Although there is no uniform definition of judicial estoppel under federal law, the U.S. Supreme Court outlined three factors that courts may consider in determining whether to apply the doctrine: (1) whether the party took “clearly inconsistent” positions, (2) whether the court accepted the party’s earlier position, and (3) whether the party would obtain an unfair advantage if not estopped. Failure to disclose a pending claim (discrimination or otherwise) in bankruptcy can establish that the party took a “clearly inconsistent” position.  As a penalty, the court can invoke judicial estoppel to dismiss the later case entirely.

Federal courts agree that judicial estoppel should not apply when the failure to reveal the claim was a result of inadvertence or mistake. Courts disagree, however, as to what constitutes ‘‘inadvertence’’ and as to what, if any, showing of bad faith is required. Last week, the Ninth Circuit weighed in and provided its view on the appropriate analysis.Continue Reading (Plaintiff’s) Paradise Found? Ninth Circuit Allows Title VII Claim, Omitted in Bankruptcy Petition, To Proceed

Employment litigation dominates court dockets around the country. And the swing to the left in the political arena is not likely to put a damper on the number of filings. Everyone knows that litigation is expensive. So . . . what can the employer do to reduce its expenses if it finds itself on the receiving end of an administrative charge or a lawsuit? 

1. Early Case Assessment

 

            Ask your attorney to provide you with an early comprehensive analysis of the case after he or she has interviewed key witnesses, reviewed key documents and researched legal issues. Doing so will give you important information about whether an early settlement is likely to save you money in the long run and give you a good idea of what you are in for if you don’t settle.Continue Reading How Employers Can Reduce Litigation Costs