Titlebook: Economic Losses and Mitigation after an Employment Termination; Theory, Applications Dwight Steward Book 2022 The Editor(s) (if applicable)

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Overview of Employment Economic Damage Models,nt termination case. In this book, we discuss the economic factors and assumptions that comprise an economic damages model in an employment termination case. We also provide a discussion of the valuation of employee fringe benefits and employee stock option valuations. Background on the concept of d

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But-for Employment Termination Projections, Plaintiff’s ‘but-for’ employment termination earnings. The projection of earnings that the Plaintiff would have made at the Defendant employer but-for the alleged discrimination is made by examining company specific factors such as the Plaintiff’s earnings history at the company, position at the co

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Measuring Individualized Employer Demand, and measurement of the individual employer demand that Plaintiff encountered post-employment termination from the Defendant. An important portion of a labor market analysis is to determine what kind of employer demand exists for the Plaintiffs skill set and expertise. The employer demand for the Pl

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Interest Rate Discounting Front Pay Losses,front pay losses. The process of interest rate discounting is not controversial and involves a straightforward arithmetic calculation. This chapter discusses interest rate discounting of back and front pay losses.

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Stock Based Employee Compensation,t awarded employee stock options (ESOs) or stock grants. This chapter illustrates the application of various employee stock compensation models used to provide a valuation of the alleged breach of employment contract damages. In addition to ESO valuation, this chapter also illustrates the valuation

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Analysis Information Requirements,d. These components are the total compensation that the employee would have been expected to receive had their employment not been terminated, the employee’s attempts to find replacement employment, the total compensation they can be expected to earn now in their replacement employment, and the dete

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Case Study 1: Registered Nurse v. Health Science Center,ment employment opportunities available at the time of separation. The Plaintiff in this case was a Registered Nurse (RN), which is a highly skilled position that requires years of medical training and certification. Because of the job requirements of a RN, it was important to look at the job market

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,Case Study 3: Fire Fighters’ Association v. The City,terparts. Unlike wages in the private sector, public sector wages are subject to budgetary constraints, and often determined years in advance by collective bargaining agreements. The Plaintiff in this case was a public sector employee union representing firefighters, which sued the city after their