Settling Wage/Hour Claims: Weighing Settlement Options, Negotiating Damages, and Ensuring Court Approval
Recording of a 90-minute CLE webinar with Q&A
This CLE course will provide guidance to employment litigators for evaluating whether, when and how to settle a wage and hour class or collective action. The panel will discuss how damages should be calculated and tactics for increasing the likelihood of obtaining court approval of the settlement award.
- Evaluating when to consider settlement
- Assessing risk of exposure and calculating potential damages
- Obtaining enforceable settlement agreements
- Court-supervised settlements
- DOL-supervised settlements
The panel will review these and other key issues:
- What are the key factors for employment counsel to consider in determining whether settlement discussions are appropriate and the best options for settlement?
- What are best practices for calculating damages?
- What are the key considerations for counsel when structuring a settlement to meet clients’ best interests and obtain court approval?
Alexander J. Passantino
Mr. Passantino is the D.C. office leader for the firm’s Wage and Hour Litigation Practice Group and is the former... | Read More
Mr. Passantino is the D.C. office leader for the firm’s Wage and Hour Litigation Practice Group and is the former Acting Administrator of the U.S. Department of Labor’s Wage and Hour Division. He focuses his practice on all aspects of wage and hour law, including advising employers on federal and state wage and hour compliance issues, auditing payroll and employee classification practices, representing employers before the DOL, and defending class and collective action litigation.Close
Charles H. Wilson
Vice Chair, Office Managing Partner
Mr. Wilson is board certified in Labor and Employment Law by the Texas Board of Legal Specialization. He represents... | Read More
Mr. Wilson is board certified in Labor and Employment Law by the Texas Board of Legal Specialization. He represents employers in complex litigation and trials arising from claims of wage and hour violations, employee raiding, race discrimination, racial profiling, retaliation (including whistle blowing), harassment, and disability discrimination. He has also represented employers in numerous administrative actions before the EEOC and state agencies.Close