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Bowl Leader
Hey! Any Google folks know if it’s possible to negotiate fully remote if a contract role is hybrid? Personally, I don’t want to relocate and go to the office on a contract role given the current economy. Plus, I’m assuming contractors are the first to go in layoffs. I just think it’s a fair trade off if I’d be allowed to work fully remote. I’m also trying to have flexibility to manage my Airbnb business in a different country. Same time zone as the home office if I’d travel weeks at a time.
Bowl Leader
Are internal lateral moves always a huge pain?
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Rising Star
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Well, if you were hiring someone for your small practice and their background check showed they had sued their employer (and the matter resolved informally, there was no judgment on the merits), would you hire them?
Yes; and no it would not depend on the size of the firm.
Yes, I think it would hurt your chances at future employment if they did the diligence to find out about it (which might depend on size but not necessarily in a predictable way you could control). And this is not the question you asked, but even as a plaintiff’s lawyer, I wouldn’t sue my employer for discrimination. Too much mess and stress.
For disability discrimination? Very uncommon, especially after attorney’s fees and costs (and taxes)
it would be a black mark imo
Rising Star
The middle ground is to resolve your claim via non-public processes, like mediation or arbitration.
Many claims against law firms are settled via negotiations, long before there are court filings.
This is true. I’d be shocked if you’re an associate and your agreement didn’t have an arbitration provision. I think all partnership agreements I’ve seen have them. Along with confidentiality provisions.
Your employment contract w the firm may have an arbitration provision FWIW
You also might be surprised what an employment discrimination lawyer thinks is a “strong” case. Did you ask both plaintiff- and defense-side employment litigators? I’m on the defense side and I have never thought a plaintiff in one of my cases had a “strong” claim for ADA discrimination (“decent,” “worth settling,” sure, but not “strong”). There’s almost always evidence of poor performance or that the accommodation is unreasonable.