Running a business or managing HR in this town is tough enough without the threat of a courtroom showdown.
When an employee sues, the jury selection process can feel like a high-stakes poker game where the deck’s stacked against you. But don’t sweat it – we’re here to simplify the chaos, outsmart biased jurors, and protect your bottom line.
Drawing from the 2025 Labor and Employment Law Conference (because we nerd out so you don’t have to), we’re breaking down why jury selection matters to your business and how we can make it your secret weapon.
Ready?
Why You Should Care About Jury Selection
A lawsuit can cost you millions in damages, legal fees, and lost productivity. Unfortunately, a group of randos from Austin’s voter rolls and DMV lists, will hold your fate in their hands.
Yes, we’re talking about the jury. And if they’re biased against employers (think “corporations are evil” vibes), they’ll hit you with a verdict that drains your bank account faster than a bad investment.
The Texas Government Code outlines how jurors are picked, but it’s the voir dire process – where attorneys question the jurors – that decides whether you win or lose. Get a jury that’s fair, and you keep your profits. But if you get a jury that’s out to get you, you’re toast.
Why is jury selection your business’s lifeline (and how do we nail it)?
Our Game Plan: Turning Jury Selection Into Your Profit Protector
We don’t just cross our fingers and hope for a decent jury. We use strategy, smarts, and a dash of attitude to ensure the jury doesn’t tank your case.
Here’s how we save your company (and your budget):
1. Voir Dire: Weeding Out Profit-Killing Biases
Why You Care. Jurors who think all bosses are jerks or that every fired employee deserves a payout can slap you with a massive verdict. One biased juror can sway the rest, costing you hundreds of thousands in damages or forcing a settlement that hurts your cash flow.
How We Fix It. During voir dire (aka juror interrogation), we ask pointed questions to spot anti-employer biases.
The *Hyundai v. Vasquez* (2006) case shows it’s a no-no to ask jurors to pre-judge case facts (like whether your firing was legit), but we can probe their attitudes toward businesses and lawsuits in general. For example, we ask if they’ve ever felt screwed over by a boss. Trust us, red flags pop up fast.
By catching these biases early, we ensure the jury won’t punish you just for being the employer.
Your Profit Win. A fair jury means a fair shot at winning, saving you from payouts that could cripple your expansion plans or force layoffs.
2. Peremptory Strikes: Kicking Out the Wrong Jurors
Why You Care. You’ve got six “peremptory strikes” to ditch jurors who give you bad vibes (Texas Rule of Civil Procedure 232). Use them wrong, and you’re stuck with jurors who’d rather fund the plaintiff’s vacation than listen to your defense. A bad jury can lead to a verdict that wipes out your operating budget.
How We Fix It. We use these strikes like snipers, not shotguns. Davis v. Fisk Electric (2008) warns against striking jurors for race or gender (and we’d never), but we can boot those who seem too eager to award punitive damages or who roll their eyes at “company policy.”
We analyze jurors’ responses and body language to strike the ones most likely to hurt you, ensuring a jury that’s open to your side.
Your Profit Win. Smart strikes mean a jury that’s less likely to award sky-high damages, keeping your profits safe for reinvestment or that new office you’ve been eyeing.
3. Visuals and Clarity: Making Your Case Stick
Why You Care. Jurors are human, not robots. They zone out or miss key points if your defense is just talk. The 2025 Labor and Employment Law Conference cited a study: jurors remember 85% of what they see, but only 10% of what they hear. If they don’t get why your firing was legit, they’ll side with the plaintiff, costing you big.
How We Fix It. We use visuals to hammer home your defense. Think charts showing the employee’s rule-breaking or a timeline of your fair HR process.
Want an example? We might use a document camera to zoom in on a signed policy the employee ignored. Because that’s the kind of visual that keeps jurors awake and agreeing with us.
Your Profit Win. A jury that understands your side is less likely to award damages, preserving your funds for bonuses, not bailouts.
4. Avoiding Bias Traps: Dodging Juror Landmines
Why You Care. Jurors with personal grudges (like knowing the plaintiff or hating corporate rules) can sink your case. Goode v. Shoukfeh (1997) shows that a juror with ties to the plaintiff can tip the scales. A single biased juror can lead to a verdict that forces you to cut staff or raise prices.
How We Fix It. We dig deep during voir dire to uncover hidden biases, like if a juror’s cousin sued their boss or if they think whistleblowers are saints (In re Commitment of Hill, 2011). We ask direct questions and watch for shifty answers, then challenge biased jurors for cause (Cortez v. HCCI-San Antonio, 2005).
This saves your strikes for other threats, ensuring a jury that’s as neutral as a Switzerland barista.
Your Profit Win. A bias-free jury reduces the risk of a runaway verdict, letting you focus on growth instead of damage control.
Ready for Us to Be Your Profit Guardians?
Lawsuits are a buzzkill, but we’re the antidote. Austin’s business scene (tech, retail, hospitality) faces unique risks, and we know them cold. Moreover, we’ll fight like hell in court – and explain things clearly.
Bottom line: we turn jury selection from a crapshoot into a calculated win, ensuring your profits don’t take a hit.
Don’t let a biased jury turn your business into a cautionary tale. Reach out to us to regain control.
