Hey there, anxious business owners and HR folks. Is the heat from potential lawsuits keeping you up at night?
Don’t sweat it! Treaty Oak has dug into the latest legal dirt from the 32nd Annual Labor and Employment Law Conference, and we’re here to douse those flames with some snarky wisdom and profit-boosting relief.
That’s right – we’re spilling the tea (or coffee, no judgement) to keep your company safe and your wallet happy. Let’s dive in!
What’s That Lawsuit against You Worth? (Spoiler: We Can Keep It Low)
Worried about what a disgruntled employee might cost you? We got the scoop from a survey of legal hotshots who sized up hypothetical cases. It’s not just about lost wages – juries and arbitrators decide based on vibes, evidence, and how messy things get.
Here’s the rundown of demands without attorney fees added. Could you sustain these judgments from real cases this year:
Age and Race Drama. A 50-year-old in-house counsel (earning $250K-plus in bonuses) got canned in a “restructuring” that smelled fishy, especially with whispers of a younger, “diversity” replacement. Employees wanted $291K; employers offered $212K. The key? Vague excuses and CEO chatter. Point is, these are big dollars so maybe call us before you fire an attorney?
Health and Age Mix. A 58-year-old accountant ($100K/year) claimed age, race, and disability bias after a shaky performance review. Employees eyed $73K; employers countered with $39K. Proof (or lack thereof) is king here. Again, the dollars are big.
Non-Compete Nonsense. Ex-employees started a rival gig, snagging $250K in profits from the former employer’s clients. Employees wanted $150K; employers offered $90K. Rural juries might slash that further but maybe not. And, good luck proving they used data that was proprietary! Fast tip: if you don’t use your own IT protocols to protect your data, a judge won’t either.
Online Harassment Headache. A production specialist quit over a supervisor’s creepy Instagram posts that were liked by managers. Pre-lawsuit, employees demanded $258K; employers offered $93K. Post-lawsuit? It jumps to $393K vs. $91K. Management’s digital thumbs-up sealed the very expensive deal. So, how is your social media policy anyway?
Disability Denial. An employee with MS got fired after asking to work from home. Employees wanted $111K; employers offered $58K. Timing and lack of flexibility hurt the employer here. Again, this is money that could have been spent on much more productive things.
Military Service Snub. An engineer lost $25K in pay for Guard duty, then got laid off. The employee sought $51K; employers lowballed at $10K. Justification matters and this one just smelled bad.
At Treaty Oak, we’ll save you cash and headaches by crunching these numbers, building a rock-solid defense, and keeping settlements lean. How do we do this?
- Employer-First Focus. We only fight for you, not the complainers.
- Battle-Tested Wins. Our team knows the courtroom game inside out.
- Workplace Know-How. Niche insight with a multistate edge.
- Profit Protection. Smart legal moves mean more money in your pocket.
Action Plan: Let Us Handle the Mess
Don’t let vague terminations or creepy Instagram pages tank your business. Treaty Oak’s experts will:
- Document Everything
Vague “restructuring” excuses? We’ll make sure your reasoning is airtight.
- Train Smart
Weak training got you nervous? We’ll craft engaging, effective sessions that juries will love.
- Defend Aggressively
From non-compete battles to harassment claims, we’ll fight to keep costs down.
Still feeling anxious? Let us help you with discrimination traps, harassment hot spots, and more – turning your legal worries into profit opportunities, and helping you breathe easy.
