Comprehensive economic damage assessments for wrongful termination, discrimination, FLSA violations, and other employment disputes requiring expert lost wage calculations throughout New England.
Employment litigation encompasses a wide range of workplace disputes requiring precise economic analysis to quantify financial harm. Whether addressing wrongful termination, discrimination, harassment, wage and hour violations, or breach of employment contracts, accurate calculation of economic damages is essential for case resolution.
Our employment litigation experience includes executive compensation disputes, class action wage and hour cases, discrimination and retaliation claims, non-compete and trade secret litigation, and whistleblower protection cases. We understand the nuances of employment law and provide economic analysis that supports both individual and class action employment claims throughout Rhode Island, Massachusetts, and New England.
We calculate both historical wage losses from the time of wrongful termination and future earning losses over the employee's remaining career, considering career progression and promotion opportunities.
Beyond base wages, we quantify the full value of lost employment benefits including health insurance, retirement contributions, stock options, and other employment perquisites.
We analyze the plaintiff's efforts to mitigate damages through job searching and alternative employment, calculating the impact of mitigation on overall damage awards.
For Fair Labor Standards Act violations, we calculate unpaid overtime, misclassification damages, and other wage-hour violations using Department of Labor approved methodologies.
For discrimination cases, we provide statistical analysis demonstrating patterns of discriminatory pay practices and calculating the economic impact of pay disparities.
Employment litigation economic analysis requires understanding of labor economics, employment law, and statistical methods. Our analyses comply with EEOC guidelines and Department of Labor standards while meeting court admissibility requirements.
A: Front pay calculations consider the employee's likely career trajectory, including promotions, raises, and benefit improvements they would have received but for the wrongful termination. We analyze company promotion patterns, industry standards, and the individual's performance history to project future earnings accurately.
A: Mitigation requires plaintiffs to make reasonable efforts to find comparable employment. We analyze job search activities, available positions, and actual alternative employment to determine appropriate reductions in damage awards. The analysis must balance the duty to mitigate with the requirement that alternative employment be truly comparable.
A: Yes, we regularly work on class action employment litigation including wage and hour violations, discrimination cases, and benefits disputes. Our statistical expertise and experience with large datasets enables us to efficiently analyze damages for multiple class members while maintaining accuracy and defensibility.
A: Executive compensation cases require specialized analysis of base salary, bonus structures, equity compensation, and complex benefit packages. We work with compensation consultants and review industry benchmarking data to accurately quantify the full value of executive compensation packages and calculate appropriate damages.
Contact us for expert economic analysis of your employment litigation damages.
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