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Settling Massachusetts Employment Cases: Think Beyond Money

When you're negotiating settlement of a Massachusetts employment action, you have much more to consider than just "how much money." There are many non-monetary remedies that can either alone or combined with money bring the parties to agreement. And how money is paid out can also be a good bargaining chip.

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Here are some of the most commonly agreed on terms of a non-monetary nature in settling Massachusetts employment cases:

  • The employer provides a positive or neutral reference;
  • The employer agrees to purge or limit access to unfavorable information from the employee's personnel file (e.g., disciplinary actions);
  • The employer agrees to pay or reimburse Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) premiums for continuation health insurance;
  • The employer provides a letter of recommendation for the employee (the plaintiff should also seek agreement as to whom any inquiries with respect to plaintiff's prior employment will be directed and that responses to inquiries will be consistent with the letters of recommendation);
  • The employer reinstates plaintiff's employment to a comparable or the same position previously held by the employee, if the employee was discharged; and
  • The employer issues a formal apology, which can often make a significant difference to the employee and is of no financial cost to the employer.

If the Massachusetts case is settling for substantial monetary damages, consider whether to make it a structured settlement, i.e., an agreement to pay some portion of the claimed damages in the future, rather than the present. This type of settlement usually consists of an initial payment to the plaintiff on settlement of the action that covers at least medical expenses, attorney fees, and costs. The settlement agreement then provides for payments continuing over an agreed on period of time (e.g., until the plaintiff reaches age 65, or contingent on a predetermined factor (e.g., plaintiff's continued survival).

A plaintiff may benefit from a structured settlement because it reduces tax consequences by spreading out payments over several years. It also relieves the plaintiff from the burden of investing lump sum proceeds to assure a reasonable rate of growth and rate of return. The plaintiff may bargain for a condition in the structured settlement that payments continue to be made to the plaintiff's spouse or heirs on the plaintiff's death.

A structured settlement is often acceptable to defendants because smaller sums of money are expended. The amount held back for future payments can grow to a significantly larger sum than the initial investment. Structured settlements are frequently funded by purchasing an annuity to cover future payments, at a cost saving to the defendant compared with a present lump sum payment. The terms of the structured settlement may terminate the defendant's responsibility for making periodic payments on the death of the plaintiff or some other predesignated event.

Massachusetts Civil Rights law prohibits discrimination in these areas:

  • Housing
  • Employment
  • Public accommodations
  • Mortgage, lending, and credit businesses

Discrimination begins when a landlord, realtor, employer, store employee, service provider, or lender treats individuals differently than others because of their membership in a particular group.

Contact the Law Offices of Renee Lazar at 978-844-4095 for a FREE consultation, if you have been discriminated based your race, color, religious creed, national origin, sex, gender identity, sexual orientation, disability, sexual orientation, genetic information, ancestry or status as a veteran.

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Law Offices of Renee Lazar
4308 Thompson Farm
Bedford, MA 01730
Phone: 978-844-4095
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