Relatively few lawsuits—including discrimination and employment-related cases—are actually tried in a courtroom. In most cases, the parties reach a private settlement.
In the typical settlement scenario, the employer agrees to pay a sum of money or provide some other benefit. The employee agrees to release his or her claims against the employer and then withdraws the lawsuit. The terms of the settlement are spelled out in a formal contract so both parties understand their rights and obligations.
But what happens if the parties reach a settlement and the employer holds up its end of the bargain, only to have the employee have second thoughts and bring another lawsuit?
In two recent cases, judges dismissed those subsequent suits and enforced the terms of the original settlements.
In Conti v. County of Mercer (WL 4255931, N.J. App. Div., 2009), a county employee claimed he had been the victim of workp...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Supervisor's ignorance of the law isn't enough to justify punitive damages award
- Trouble in the air: The legal ailments of sick-building syndrome
- Consistently applied blanket-Leave limits don't violate FMLA
- New Illinois law bars employer access to social media accounts