The noise in the employment law arena has been loud lately. Kind of like that annoying Gary Glitter song that often gets played at sports games.
But the noise is hiding the fact that, in my view, the news in the employment law is relatively minor. There are no significant legislative or regulatory developments to
In the court system, we typically follow the "American Rule" which means that each party to the lawsuit pays their own attorneys fees.
In employment discrimination matters (and some others), there are exceptions to that which allow a plaintiff’s attorneys’ fees to be paid by the Defendant-employer if the employer loses the case.
But there
Last week, I talked about how the time spent litigating an employment discrimination case can be a big part of the cost of the defense of such a matter.
That "time" has another consequence as 
well: It increases the amount of attorneys’ fees that an employee has to spend litigating a case.
As a result
I’m sometimes asked how I report on employment law cases in such a prompt manner. There’s no magic formula but I will let you in on a little shortcut I use to skim a series of new cases.
Instead of reading an entire case, my eyes first glance at the listed attorneys in the case.
In discrimination cases, when a plaintiff (which is a fancy legal term for employee) wins he or she is often entitled to have the defendant (typically the employer) pay his or her attorneys’ fees. There a.jpg)
re lots of cases out there that discuss formulas for such fees .
But the basic assumption that some