Hr Liability In Settlements

Summary

HR NOLA, LLC can be considered a liable party in your settlement demand letter if their actions or omissions contributed to ADA accommodation failures or retaliation. Including them could support your claim under Title VII or ADA, but its crucial to consult a legal expert to ensure your approach is legally sound and strategically beneficial. Sending a settlement offer before EEOC involvement might influence the process, potentially affecting the EEOCs perception and future legal strategies. Settling early could limit your ability to pursue additional claims and set precedents for future negotiations. Consider consulting a local attorney for personalized advice.

Full Conversation

Both
If you're considering legal action against both your employer and HR for failing to provide updates or protection, you may want to explore the following options:
- Breach of Contract: If HR failed to fulfill contractual obligations, this could be grounds for legal action.
- Negligence: If HR's actions or omissions resulted in harm or failure to protect you, you might have a case for negligence.
- Retaliation: If you faced adverse actions after raising complaints, this might be considered retaliation.
It's important to consult with a legal expert to assess your situation and guide you through the process. Are you looking to connect with a local lawyer for detailed advice?
I’m seeking your advice on whether to formally include HR NOLA, LLC—the contracted HR firm in my upcoming settlement demand letter related to ADA accommodation failures, retaliation, and promotion bias. HR NOLA did not respond to my formal ADA accommodation request (submitted on */*/*) until */*/* at *:* p.m.—despite follow-ups and the urgency of my leave starting */*. They were copied on retaliatory communications and changes to my role but took no protective or investigative action. I submitted formal grievances regarding retaliation and inappropriate conduct beginning in February *. HR acknowledged them but failed to deliver a resolution or timeline.
When considering including HR NOLA, LLC in your settlement demand letter, you might consider the following:
- Contractual Obligations: If HR NOLA had specific duties under their contract related to ADA accommodations and failed to meet them, this might be relevant.
- Negligence: If their lack of action contributed to harm or failed to protect you, negligence could be a factor.
- Retaliation: If HR NOLA's actions or omissions contributed to retaliatory behavior, this might be important to include.
Consulting with a legal expert can help tailor your settlement demand effectively. Would you like assistance connecting with a local lawyer for more detailed advice?
Despite my request that they pause internal leadership promotions pending investigation, the promotion proceeded, and HR responded only after the decision had been finalized. HR NOLA also recommended an off-the-record job opportunity and then stopped communication after I expressed interest—raising concerns about blacklisting or retaliation across their contracted clients. Given that HR NOLA is not internal staff but functions as the primary HR authority for the organization, could they be considered a liable party or co-respondent under Title VII or ADA retaliation/failure to accommodate? I want to ensure that including them in the demand legally sound and doesn’t overreach, Supports, rather than complicates, my overall claim, Strategically increases pressure for resolution rather than causing delay or jurisdictional confusion.
Case Rating: *
Given the circumstances you've described, it seems there might be grounds to consider HR NOLA, LLC as a liable party under Title VII or ADA for potential retaliation or failure to accommodate. Including them in your demand letter could strategically support your claim, but consulting a legal expert is crucial for guidance. Would you like to be connected to local lawyers who can better assist you with your case?
Yes
Case Rating: *
Great! Let's gather some information to connect you with local lawyers who can assist you further. What is your name?
Dem
Case Rating: *
Would you like to be connected to local lawyers who can better assist you with your case?
What is your phone number?
Can I send the settlement in ggod faith before my EEOC intake?
Case Rating: *
Before sending a settlement offer in good faith, consider the following:
- Timing: Sending a settlement offer before the EEOC intake might affect the process.
- Consultation: It's advisable to consult with a lawyer to ensure the settlement aligns with your interests.
Would you like to be connected to local lawyers who can better assist you with your case?
Sending a settlement offer before the EEOC intake might affect the process.- why?
Case Rating: *
Sending a settlement offer before the EEOC intake can affect the process because:
- It might signal a resolution attempt before formal investigation.
- Could influence the EEOC's perception of the case.
- May impact future legal strategies or claims.
Would you like to be connected to local lawyers who can better assist you with your case?
Does EEOC encourage a settlement before they get involved?
Case Rating: *
The EEOC generally encourages parties to resolve disputes informally before filing a formal charge. Settlement can save time and resources for both parties and may provide a satisfactory resolution without the need for EEOC involvement.
Would you like to be connected to local lawyers who can better assist you with your case?
- Could influence the EEOC's perception of the case. pros and cons of this
Case Rating: *
Pros of influencing the EEOC's perception with a settlement offer:
- Demonstrates a proactive effort to resolve the issue, which may favorably impact the EEOC's view.
- May lead to a quicker resolution without formal investigation.
Cons:
- Might be perceived as undermining the EEOC process.
- Potentially affects future legal strategies or claims.
Would you like to be connected to local lawyers who can better assist you with your case?
- Potentially affects future legal strategies or claims. how so?
Case Rating: *
Sending a settlement offer before the EEOC's formal involvement may affect future legal strategies or claims because:
- It might limit the scope of issues addressed in the settlement.
- Could impact your ability to pursue additional claims later.
- May set precedents that influence future negotiations.
Would you like to be connected to local lawyers who can better assist you with your case?
Could impact your ability to pursue additional claims later. - May set precedents that influence future negotiations.
Case Rating: *
Given your situation involving ADA accommodation failures, retaliation, and promotion bias, it's crucial to consider the implications of including HR NOLA as a liable party. Consulting a legal expert can guide your strategic decisions.
Would you like to be connected to local lawyers who can better assist you with your case?
Could impact your ability to pursue additional claims later. - May set precedents that influence future negotiations. how so?
Case Rating: *
When you settle a claim, it often involves agreeing to certain terms that may limit your ability to bring up new claims related to the same issue in the future. It can also set a benchmark for how similar negotiations might be handled later, affecting your bargaining power.
Would you like to be connected to local lawyers who can better assist you with your case?