Claim Scenarios

EPLI Claim Scenarios

After reporting multiple incidents of repeated sexual harassment by a supervisor, an employee alleged the supervisor began a systematic campaign to force the employee to resign. The jury award in this retaliation/wrongful termination complaint was $210,000 for mental anguish, $330,600 in lost income and $1,956,240 in attorneys’ fees.

An employee sued a northeastern water treatment company alleging national origin discrimination in violation of the Title VII. The plaintiff was awarded a total of $265,000 in damages, comprised of $150,000 in compensatory damages and $115,000 in back pay. In addition, the court awarded attorneys’ fees and interest in the amount of $232,711. The company only had 15 employees.

A jury awarded damages of $1,000,000 to a terminated employee after she sued a privately owned service company for wrongful termination and breach of employment contract, as well as an implied covenant of good faith and fair dealing.  Attorneys’ fees totaled $65,000.

An employee is terminated for lack of production. The employee sues alleging that they were denied the opportunity to make the required level of production because a more senior member of the staff is awarded all the large leads in the office. On multiple occasions the employees is singled out in the sales meetings and feels degraded. Also, as part of the suit, the employee alleges a hostile working environment.

A senior executive is in a car wreck and falls into a coma for three months. Management makes a decision to replace the executive. Two weeks after replacing the executive, the former executive wakes up and subsequently wants his job back. The company offered him a job at his same salary but not the same job. The employee sued under FMLA alleging that he was not afforded the legally required family medical leave.  He wanted to settle for $300,000. The insurance company would not settle and it went to arbitration. The employee was awarded $1.2M

A secretary is often asked to provide lunches and run errands for the company. This often involves her working through lunch or running errands on her lunch hour. She sues under the Fair Labor Standards Act (FLSA) or wage and hour laws. She is awarded $250,000 in back wages

A prospective employee interviews for a customer service job advertised as 8:30 am to 5:00 PM, Monday through Friday and some weekends.  The prospective employee tells the interviewer that because of religious reasons he cannot work on Fridays or Saturdays and asks if that would be a problem. Instead of the interviewer saying yes, he said he would ask his supervisor, implying it might be possible. The supervisor said no. The prospective employee sued.  After a year and a half the case finally settled for $75,000.