Why do settlement offers often feel so insulting?
Vložit
- čas přidán 20. 05. 2024
- The Merch: www.bonfire.com/store/nyc-job...
I do track the comments on these videos and I try to respond within 24 hours so please feel free to reach out but be careful not to share identifying information about yourself on this publicly viewable forum.
Consider hitting the like and subscribe buttons or even just commenting down below, doing so helps me to help more people just like you.
You can obtain additional information about our firm here: www.NYCJobAttorney.com
You can see our cases in the press here: www.nycjobattorney.com/press/
And you can find us on facebook here: / nycjobattorney
Everybody works - but not everybody wins.
Some jurisdictions may consider this attorney advertising, although advertising is not the intent of these videos.
If you have a question about employment law, workplace discrimination or sexual harassment please do not hesitate to contact us. We will try to craft a video response for you, or where more appropriate we are happy to have a private conversation.
This answer does not constitute legal advice and you should contact an attorney to confirm or research further any statements made in this answer. Any statements of fact or law I have made in this answer pertain solely to Federal law as construed within the EEOC or the laws of New York State and should not be relied upon in any way in any other jurisdiction.
“I will burn all this down I will go to trail”😂 ME! 7:25
I love this channel. I know you're dead serious, and right about everything you're saying....but you are HILARIOUS🤣🤣🤣
Same! 😂 😂
@@123NopeNotMewhen I need a pick me up and some applicable advice for "educational purposes" only, this page is my new go to🤣
the plain face "that is not the law Michael" got me rofl
The client has to decide and understand the risks of going to trial. The strength of the case, as well as the weakness (if any), must be fully explained and understood in order to make a rational decision.
Hi @A.R.American-ic4co - I would have thought that the number of cases won at trial would be much higher.
This was the advice I needed right now. Thank you.
I always tell people not to associate the offers with what the other side thinks of them or what they are worth as a person, that is not it t all (usually).
Thanks for the shout out and kind words, Sir!
My attorney offered 200k plus my job back. They came back at 1800 and my job back
That is bad. I wish you luck.
🫢
What?!?! That is crazy!! The audacity
Why not a large big mac meal and your job back?
So what end up happening?
I can’t believe that I caught a live and great subject
What does it mean when the EEO investigator say “your case is comprehensive” how does Vince white interpret that
Hi Vincent, love your channel. I've been watching your videos carefully and I appreciate the information you give out and the lighthearted approach as well. I have a question, maybe you can help me out. I'm currently involved in a case. It's in MA not NY, but hopefully you can give me advice anyway. After 15 years with a company, and in steadily rising roles, responsibilities and salaries, I finally ended up working for a person that clearly did not like the cut of my jib. The short of it is that after first firing my boss and me reporting to her directly, she canned me within 2 months of that change. I fall in multiple protected categories; race, national origin, age, and disability (or perceived disability). I'm represented by what I believe is a skilled lawyer who has advanced the case past filing with the EEOC, MCAD, and two other state authorities since the boss is in one state, the employee in another, and the company in a third. I get the impression that my lawyer is focussing on disability as the main line of attack. Shortly after I started reporting to the new boss I revealed to her that I suffered from a chronic condition that falls in the general category of the big "C". Without getting too deep in the weeds my oncologist thinks it's one of those conditions that you die with, not die of, however the treatment is very expensive. Upon finding out about my condition my boss urged me to go on LTD and asked if she could share my information with HR. I said LTD was unnecessary but she could share with HR. a rapid set of meetings and incidents ensued that resulted in me being terminated for "something akin to insubordination". The HR rep and the boss who fired me are no longer with the company, and the company's outside legal counsel is angling for negotiation since before the EEOC filing but more urgently now after the filing. My question is on the focus on disability. My lawyer thinks that proving age discrimination or racial discrimination in this case is harder than disability discrimination since the company could always argue that my boss acted rashly in firing me but not for reasons of age or race. What is your opinion based on this limited set of facts? I look forward to your reply.
I thought the sign in the back said McJobAttorney lol.
🎧
I AM whole ❤edly ready to dive into this journey. I am saying no till they hit our number or see them in federal court. Period. Cuz even if i dont win. Seeing my x employer have to dish out money for his attorney and him and his wife have to go thru this process for however long it may take .... and once it will be on public record hoping we can get local newspapers as well as Pittsburgh news channel to take it. Omg to me that will give me so much power. Its not about the money for me its just having ppl see who he is. And my town is small he has kids similar ages to mine go to same school. For once it will feel good for ppl to look at him differently. And maybe tarnish his business along the way. Not being petty either. When u let a s. Harrasser continue for yrs even thou i begged him not to re hire him. That decision hurt 6 other women (3 of those were minors) so ya money would be absolutely amazing for all the trauma ive been thru n stress n anxiety. But the x employer finally getting a small taste of what i felt n the others felt is def a plus! I agree with the statement we def got a shit counter offer n its just motivated us to move on n fight harder!! ❤❤ thanks vince as always. Keeps my mental health n stress about the future of my case low having new stuff to watch all the time whether it pertains to me or not. Im all in learning this stuff!!❤❤
Hi Vince, What signal do you read from this situation. Employer offers $20k on termination, counter is $150k, Employer counters $35k. This is before any lawyers got involved. Matter now in Court.
You ain't getting 150K with or without a lawyer? 😂
I'm not Vince, but you boxed yourself in some where in the middle. Without knowing anything else, my lay persons guess is that you're going to get $55K.
@@ProSePlaintiff lawyer is taking 40%.
Good information, thanks.
Do Judges ever set a award for Plaintiff if they find Defendants did break laws? Like after Summary Judgment conclusion?
How do you explain a decent first counter-offer and then the brakes?
Vince, Can you bring discriminatory comments / actions into your case that are beyond the statue period if the discrimination continues and you finally say enough is enough and file ? Another words showing a continuous pattern.
Thank you.
Vince and Michael need to have an MMA match.
Hi Vincent, thank you for the informative videos. I would appreciate your response to my question. My charge transferred from EEOC to Commission on Civil Rights of the ….. state, is it good or bad?
Can you talk a about hearing in front of AJ vs. Going to federal court and when one is better option than the other?
If you're talking about the federal EEOC process and you don't have an attorney, the safer option is typically to request the hearing in front of the AJ. If you do have an attorney, it might, depending on the circumstances, be faster to go directly to district court than see the federal sector hearing and appeal process all the way through.
Once the Agency has completed its investigation you have the options to 1) Request a Hearing; or 2) Waive your right to hearing and ask for a Final Agency Decision (FAD).
If you do request a hearing, you can always later choose to withdrawal your hearing request, obtain a FAD, and then go to federal court on the FAD. The point of requesting the hearing is to have a non-Agency decision-maker and an opportunity to develop the record (e.g. through discovery) since most federal agencies could not develop an adequate factual record during an investigation if their Congressional funding depended on it.
If you do not act in time, you waive your right to request a hearing and the Agency will issue a FAD. At that juncture you can appeal to the EEOC Office of Federal Operations (OFO) or skip the appeal and go directly to federal court.
If you choose to appeal to the EEOC OFO and believe their decision to be mistaken, you can still go to federal court and pursue your claims in a de novo proceeding.
@@johnworfin I do have an attorney. In what circumstances in your opinion is it better to go directly to federal court instead of a hearing?
@@Shiz20136 That's a decision to make with your attorney.
The Federal EEO administrative process is longer, but there is an advantage in that the Agency is bound by those results (and cannot go to court if they do not like the EEOC OFO decision) where as you have the right to kick off a de novo proceeding in district court if you want.
In some sense, a plaintiff who fully participates in the federal EEO administrative process and ends up with a bad result can get a second bite at the apple and multiple passes at discovery.
LOOKS LIKE MY ROOM WILL i BE A LAWYER ONE DAY?
You can be a marketing guy for a law firm.
@@ProSePlaintiff The only market I know is the one selling oranges.
But tell me really how you feel about Michael W.
Mr. White,
my employer held a meeting telling us we couldn't talk about pay except to him.
3 days later held another affirming that we couldn't dicuss pay and may us sign a for stating such.
2 day later I was fired for discussing pay.
I have all 3 incidents clearly on video and audio, as well as a picture of the form they made us sign.
I have never had a write up or a talking to, I'm also a supervisor.
I live in idaho.
What would you say about my case that I may need in order to have maximum bargaining power?
What is your cause of action?
@@ProspectSlim
I am not a lawyer, but it still sounds like it could be unlawful termination.
That would be the cause of action; damages would include back pay, front pay, possibly emotional damage depending on factors, and should (IMO) include the cost of litigation.
Assuming this was in the US, which there's no reason to not assume such, discussing pay with coworkers is generally a protected activity. Unfortunately from what little I know, violating the FLRA carries a lesser penalty than the ADA.
NLRB can’t be fired for discussing pay. However, you are a supervisor, you represent the interest of the employer.
@@mathwizardwithdistantlearning that's the title, but I'm more of a team lead. My shop has been so short staffed since I took over that I've rarely supervised anything.
Our current attorney said with all the recordings it's a slam dunk.
@@OctupleThreat our litigation is operating on contingency fee.
Why happens if you put away your laundry and stop hoarding flannel shirts?
Is Vinny going cra-cra-crazy onnnnnnnnnnn this channel? 😂
The thumbnail looks like you have a top bun with chopsticks in your hair lol
That's the Asian Vince.
Vince where's my 5 mill 💸💵💲🤨?