Practice Group(s): Discrimination and Harassment, Executive Representation
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When someone calls us, they’re often at the worst time of their professional career. They’ve been terminated or have suffered an adverse employment action. The process that we engage in is we send a letter to the other side saying that we represent our client in claims against the company, and we invite the other side to have a conversation. That conversation typically culminates in a one-day mediation where we hire a third party neutral whose only job is to get
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a settlement for the parties. The third party has no power over our client, no power over the other side, just tries to get both sides to yes. When that happens, as it does in over ninety percent of our cases, we sign an MOU, a memorandum of understanding, which outlines the material terms of the resolution, and the case is resolved. There’s typically no apology. There’s no admission of wrongdoing. It’s a business transaction that gets the client security,
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peace, and finances, enabling the person to transition into a better chapter.
