In addition to paying damages such as lost wages, employers that lose discrimination cases often have to pay the winning side’s litigation costs. But the same isn’t always true when an employer wins the lawsuit.
Courts are reluctant to make employees pay when they lose, fearing that doing so may dissuade other employees from taking a chance at litigation.
Recent case: When a group of employees with language difficulties had to take a skills test in English, they failed. When they were terminated, they sued, alleging discrimination.
The jury sided with the employer, which then asked the court to order the employees to pay its legal bills.
The court refused, concluding that doing so might have a chilling effect on employee-rights litigation. (Rivera, et al., v. NIBCO, No. 1:99-CV-06443, ED CA, 2010)
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/11604/you-won-just-dont-count-on-losers-paying-your-legal-costs "
- Don't use nepotism policy as smoke screen for bias
- Small age difference may support age bias claim
- Use proactive process to stop little digs from adding up to hostile environment
- Make it easy for courts to see your side--investigate thoroughly before disciplining
- Warn bosses: No religious harassment at work