Limit Discussion of Your Employment Case

No Privilege. It's a bad idea discuss your employment case with anyone other than your Lakeland employment lawyer. For one thing, discussions with third parties are not protected from inquiry by the opposing side.

In addition, the law is unclear about whether attorney/client communications are privileged if they are made on the client's employer communication systems. Many employers record telephone calls and store copies of faxes and e-mails sent on their communication systems.

Increased Litigation Costs. Increasing the number of people with knowledge about your case will significantly increase the cost of the case. Each deposition will be longer because the opposing counsel can ask questions about each conversation in detail. And, there will be more depositions to attend because opposing counsel can take the deposition of every person you talked to.

Secrets Potentially Revealed.

Revealing litigation strategy to third parties can destroy your case. For example, a plaintiff told his cousin that $15,500 was the lowest amount of money he would take to settle the case. This amount was far lower than the plaintiff's lawyer's evaluation of the case. The defendant employer offered to settle for exactly $15,500. The plaintiff subsequently learned that his cousin had disclosed that information to his friend, and that the information in due course reached the employer.

In another example, a plaintiff told his girlfriend his attorney's views of the pros and cons of his employment case. Later the plaintiff had a bitter breakup with the girlfriend and the girlfriend told the employer everything the plaintiff had told her.

Finally, a plaintiff told her co-worker about her case. The friend agreed to testify for the plaintiff and then asked the plaintiff a lot of questions about the case. The friend soon received a significant bonus at work and was no longer willing to testify for the plaintiff.

For the best advice about your employment case, contact Lakeland employment lawyers Smith, Feddeler & Smith, P.A.