As an experienced White Plains Employment Attorney I am constantly asked about mediation with the EEOC. Often times the EEOC will be a great source of amicable resolution to an existing claim at the early stages of reconciliation. This benefits both sides in the sense that quick resolution is always the goal to the extent that you don’t have to drag through a three year proceeding. The EEOC, in my experience, is very effective at getting the parties to mediate. Lately, especially in the past years the EEOC has mediated more cases with my firm which have resulted in very positive outcomes for the clients on both the employees side and the employers side. With respect to employees, the desire to mediate often times is questioned and the issue always is of course “what is my case worth?”
That’s a very specific case pattern of focused analysis, and the issue of what your case is worth is always dependent on a lot of factors including what you were earning, what type of damages you suffered, whether you found subsequent employment, etc. Going forward, we have to look at any future losses. The question always becomes how far into the future you can go in collecting damages. In my experience, the EEOC mediator is very experienced in mediating cases and they do have special skills that are enabling to an amicable resolution in terms of bringing the parties together in a way that can foster a positive outcome certainly in the early stages. So I would recommend for the employee to absolutely go for the mediation with EEOC if that’s an option that is offered to you; it’s an excellent resource that you should certainly exercise as soon as possible once its obtained.
Are you debating entering mediation with the EEOC? If so, contact the experienced White Plains Employment Attorney Kim Berg.
This informational blog post was provided by Kim Berg, an experienced White Plains, New York Employment Attorney.