Category Archives: Federal Rules for Employment Law

What are the federal rules for employment law in DC? Our Washington DC employment attorney discusses state and federal rules to know.

What is the Proper Role for Dispositive Motions in Arbitration?

To achieve speedy resolutions, and to resolve matters as cost-effectively as possible, arbitrators should be careful in allowing the filing of dispositive motions. They make sense for gateway issues, but not for issues going to the substance of the merits. Allowing such motions generally would lengthen the time required to resolve cases, and multiply discovery to the magnitude needed in Federal courts. When trials are held on affidavits, the parties need a lot of depositions because that may be their only opportunity to examine the other sides’ witnesses. Ruling out trials by affidavits in the bulk of cases allows the promise of arbitration–faster, cheaper and fair resolutions–to be realized. Parties need to know at the outset what will and will not be allowed, so they that can cut their discovery needs. Continue reading

Posted in ABA, ADR for DC Employment Law Cases, Baseless Cases for Washington DC Employment Law, Employment Law Newsletters, Federal Rules for Employment Law, Meritorious Cases for Employment Law, Summary Judgment in Employment Law Cases, Washington DC Arbitration | Tagged , , , | Leave a comment

Some Proposed Changes to Federal Court Rules Will Make it Harder for Ordinary People to Get Justice

The Federal courts are increasingly turning in the wrong direction, away from deciding cases on the actual merits, with a jury considering witnesses’ tones of voice, demeanor, sincerity, uncomfortable shifting, and all the telltales we use to decide if a person is lying. Instead, cases are overwhelmingly decided based on a judge’s imagination of what a reasonable jury would think if the jury could see all that evidence, and the judge bases this imagination on a cold record without this critical information. The 2013 proposed changes would limit the amount of information a party in court can get from another party, so there would be a huge advantage for large companies and government agencies that already have most of the information. While the proposed rules allow judges to decide whether to allow the parties in a case to escape those limits, that will be based on a further exercise in imagination about what the unknown information would say it it could be obtained, and what the judge really thinks about the “worth” of the case. Civil rights attorneys are rightly very worried about the result of such a system, and whether the public will continue to respect court decisions coming from such a strange way of resolving disputes.

Large companies and government agencies will also be harmed down the road; they have an enormous stake, like all the rest of us, in the social stability that is maintained by a court system that is widely accepted as fair. They should rethink their support for rules changes that will temporarily make it easier for them to defeat their opponents, but that will come back to bite them in their lawsuits against other large companies and in any loss of respect for the Federal courts.

I submitted my comments in an effort to slow the headlong dash of the Federal courts in the wrong direction. We will see what the Advisory Committee recommends. Continue reading

Posted in Discovery in Employment Claims, Employment Law Litigation, Federal Rules for Employment Law, Meritorious Cases for Employment Law, Procedure for Employment Law, Uncategorized DC Employment Law Issues | Tagged | Leave a comment

New Supervisors: Common-Sense Pointers for Employers and Employees

By Richard T. Seymour Copyright © 2010, Richard T. Seymour Better Ways of Managing Employment Disputes: Training New Supervisors Most employment disputes involving claims of discrimination, retaliation, or harassment, never make it to court. Employees choose not to pursue some disputes that far, or both sides reach a resolution before the EEOC or a State or local agency. Of the cases that do make it all the way into court, however, an astonishing number involve the actions of new supervisors. My personal perception is that employers, employees, and especially the new supervisors frequently mishandle the kinds of problems that predictably arise when a new supervisor is assigned. The result is a discrimination or retaliation complaint or lawsuit that could have been avoided. Why Are New Supervisors Assigned? There are three principal situations when a new supervisor is assigned, and the problems differ based on the situation. First, a new…
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Posted in Baseless Cases for Washington DC Employment Law, Discrimination in the Workplace, Federal Rules for Employment Law, Hostile Environment at Work, Meritorious Cases for Employment Law, Summary Judgment in Employment Law Cases, Washington DC Age Discrimination in Employment, Washington DC Arbitration, Washington DC Harassment On the Job, Workplace Retaliation | Leave a comment