Category Archives: Employment Law Litigation

Does every employment case require employment law litigation? Our Washington DC labor attorney explains employment law litigation and its potential benefits.

How Arbitrators Maintain Proportionality In Discovery

2017-10-20 How Arbitrators Maintain Proportionality In Discovery by Richard T. Seymour – Law360 The topics addressed are: The Federal Courts Are Following in the Footsteps of Arbitrators, Part 1 The Federal Courts Are Following in the Footsteps of Arbitrators, Part 2 Responding to Parties Who Blow off Discovery Requests: Suggestions for Best Practices in Court and in Arbitration Federal Courts Should Follow the Further Lead of Arbitrators as to Summary Judgments

Posted in Arbitration, Discovery, Discovery in Employment Claims, Employment Law Litigation, Procedure for Employment Law, Summary Judgment in Employment Law Cases, Washington DC Arbitration | Tagged , , , , | Leave a comment

Ah, Winning Argument! How Did I Lose Thee? The Many Ways to Waive Claims or Defenses.

There are often winning arguments in lawsuits, but sometimes a claim or defense is still lost because the attorney did not think of the argument in time. Courts often find that an argument was made too late, and so a claim or defense was waived and the case is lost. Continue reading

Posted in Employment Law Litigation, Lawsuits for Employment Matters, Waiver in an Employment Lawsuit | 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