Maloney O'Laughlin PLLC fights for employees throughout Washington, from Seattle to Spokane.

Maloney O'Laughlin PLLC fights for employees throughout Washington, from Seattle to Spokane.

Should you take the settlement in your workplace harassment case?

On Behalf of | Jan 31, 2023 | Sexual Harassment

Workplace harassment comes in many forms, from discrimination to retaliation and even unsolicited sexual advances. If you are a victim of these or any other types of workplace harassment, you have the right to seek justice through legal action.

One possible outcome when filing a workplace harassment claim is that your company will offer a monetary settlement to compensate you for your suffering so as to avoid the publicity of a trial. A number of factors can sway your decision regarding whether or not to accept such a settlement.

When should you accept a settlement?

If you have a solid case against your abuser with irrefutable evidence on your side, you might find that the company is willing to offer a generous settlement. You can also proceed with confidence that the individual guilty of harassment will receive due punishment either from the law, the company or both. Keep in mind that opting for courtroom litigation entails additional costs such as filing fees outlined by the Washington Supreme Court Clerk’s Office, making the decision to accept a settlement more appealing.

When is going to court the best option?

If the other party offers an offensively low settlement, or if they deny your harassment claim outright, you might understandably feel that the guilty party will walk away with minimal punishment. You can choose to litigate the matter in court, but keep in mind that there is never a guarantee of victory unless the evidence is truly overwhelming in your favor.

Negotiating a settlement after filing a harassment claim is a relatively amicable way to put a harrowing situation to rest. Should you feel that the settlement offer is unacceptable, however, you do have the option to fight for a more favorable outcome.