Early Settlement Evaluation (30-90 Days After Harassment):
- Immediate needs assessment: Evaluate urgent financial and safety needs
- Evidence development: Allow time for comprehensive documentation before settling
- Case strength analysis: Develop preliminary assessment of legal claims
- Professional consultation: Seek attorney advice before making settlement decisions
- Alternative options research: Understand all available legal and practical remedies
Investigation Phase Settlement (90-180 Days):
- Agency investigation leverage: Use EEOC or state agency findings to enhance settlement position
- Discovery benefits: Utilize investigation process to strengthen case before settling
- Employer motivation assessment: Evaluate employer's settlement incentives at different stages
- Comprehensive damages analysis: Complete assessment of all harassment-related harm
- Strategic timing: Coordinate settlement discussions with investigation milestones
Litigation Phase Settlement (6 months - 2 years):
- Discovery leverage: Use litigation discovery to uncover additional evidence and strengthen position
- Cost-benefit analysis: Evaluate ongoing litigation costs versus settlement benefits
- Trial preparation impact: Consider how trial preparation affects settlement negotiations
- Jury trial risks: Assess unpredictability of jury verdicts in settlement calculations
- Appeal considerations: Factor in potential appeals and extended litigation timeline
Settlement Implementation Timeline
Immediate Post-Agreement (0-30 Days):
- Documentation finalization: Complete all settlement agreement execution and notarization
- Initial payments: Receive initial settlement payments according to agreement terms
- Employment transition: Complete resignation or termination processes
- Benefits transition: Initiate COBRA and other benefit continuation procedures
- Compliance monitoring: Begin tracking employer performance of settlement obligations
Short-term Implementation (30-90 Days):
- Payment verification: Confirm receipt of all scheduled settlement payments
- Policy implementation: Monitor employer's implementation of promised workplace changes
- Reference verification: Test employer compliance with reference agreement terms
- Tax compliance: Address tax implications and reporting requirements for settlement
- Legal follow-up: Complete any remaining legal documentation or procedural requirements