Attorney Keith Clouse is a nationally recognized employment law attorney. This website and all materials on it have been prepared by Clouse Dunn LLP for informational purposes only. These materials do not, and are not intended to, constitute legal advice.
Dallas employment law mediator Keith Clouse explains the potential benefits of a mediation that does not settle at the mediator’s office.
February 22, 2015
(press release: cdklawyers) // Dallas, Texas, United States // Keith Clouse Judges usually encourage litigants to mediate their cases, even when it appears there’s no chance of settlement. Why? Dallas employment law mediator Keith Clouse explains the potential benefits of a mediation that does not settle at the mediator’s office.
1. Litigants can be heard and can hear. Because many employment law cases feel personal in a way that other business disputes do not, a litigant may need the emotional release of telling his story before he is ready to think about possible solutions. A litigant may also need to hear from the other side directly before he can assess settlement options. 2. Mediation focuses the case. Lawyers can often narrow their post-mediation discovery requests by honing in on the key issues in contention at the mediation. This saves the litigants time and money. 3. If the parties participate in a joint session, they can observe the other side’s lawyer in action, allowing them to assess how persuasive he might be when arguing to a judge or jury. 4. Litigants get feedback on their case’s strengths and weaknesses. An experienced mediator will point out the issues that a party needs to consider both when evaluating a settlement proposal and when moving forward with trial preparations. 5. The discussions at mediation may prepare the way for the parties to settle post-mediation.
This article is presented by the Dallas employment attorneys at Clouse Dunn LLP. To speak to an employment law mediator, send an email to firstname.lastname@example.org or call (214) 239-2705.