Retaining an Expert for Wrongful Termination Cases
Wrongful termination expert retention supports back pay, front pay, and mitigation analyses. The vocational expert evaluates the claimant's job search and the labor market for comparable employment.
Checklist
- Document the termination date and comparable-occupation salary baseline
- Obtain employment records for the terminated position and subsequent employment
- Retain vocational expert for job search and market analysis
- Retain economist for back pay and front pay projection
- Document mitigation efforts
Questions to ask the expert
- How do you evaluate mitigation efforts?
- What labor market data supports the expected time to comparable employment?
- How do you project front pay and to what end point?
Timeline
Reports are typically 30 to 60 days from receipt of complete records.
Required documents
- Pre-termination and post-termination pay records
- Job application and interview records
- Employment history and performance reviews
- Educational and credential records
Common pitfalls
- Thin mitigation documentation inviting offset arguments
- Inadequate front pay horizon justification
- Missing lost benefits in the damages projection
Frequently Asked Questions
How long a front pay period is typical?
Front pay extends to expected comparable re-employment, supported by labor market data. Exact horizons vary by jurisdiction and case.
References
- EEOCGovernment
Ready to Get Started on wrongful termination cases?
Contact KWVRS to discuss scope, timing, and the deliverables appropriate to the matter. Plaintiff and defense.