Thanks for answering my question, Vince! Just a note here - in federal government EEOC cases the agency is required to produce a report of investigation where affidavits, witness testimony, and other facts/evidence are obtained. The report can be between 200-1000 pages long. The judge gets a copy of this file when assigned a case. Depending on how well the record was developed, and how much "drop dead" evidence is in there, the judge would already know a good bit at least about the merits and whether or not one side will have difficulty prevailing prior to hearing.
I have a question, Babes. Is it a conflict of interest and possible trouble in the federal count when most judges do both Civil and Criminal cases? Also wouldn't serve the court better if they kept (Civil/Criminal) church separate from the state in regards to the cases they handle?
This sounds similar to how it went for me. Remember that the judge has to remain unbiased. If one side stands to lose more if this goes to a hearing then it would be my assumption the judge is subtly attempting to shake some sense into someone. In my case, we knew our case was solid (I had tons of recorded evidence and first hand witnesses) and I never wanted to go all the way to a hearing I always had intentions on settling. I just mainly wanted my job back or my federal benefits and time not to be screwed up(bc I was a vet and it was apart if my plan to retire), my attorney fees, some admin type corrections, and a reasonable compensatory damage number... When the judge asked where we were in the negotiations (this was after TWO settlement conferences bc he stopped the first one bc the Agency seemingly was onboard with settling and our numbers weren't too far off) he realized we haven't come to an agreement over $3500, we recieved the same kinda lecture about being flexible and standing to lose more if proceeding to the hearing for either side... He said it in a way that you couldn't really tell who he was talking about but I didn't budge, we went to a hearing and I soon found out who he was speaking of 😏🙃
The judge hasn't seen all of the evidence, so the question is premature.
Thanks for answering my question, Vince! Just a note here - in federal government EEOC cases the agency is required to produce a report of investigation where affidavits, witness testimony, and other facts/evidence are obtained. The report can be between 200-1000 pages long. The judge gets a copy of this file when assigned a case. Depending on how well the record was developed, and how much "drop dead" evidence is in there, the judge would already know a good bit at least about the merits and whether or not one side will have difficulty prevailing prior to hearing.
I have a question, Babes. Is it a conflict of interest and possible trouble in the federal count when most judges do both Civil and Criminal cases? Also wouldn't serve the court better if they kept (Civil/Criminal) church separate from the state in regards to the cases they handle?
This sounds similar to how it went for me. Remember that the judge has to remain unbiased. If one side stands to lose more if this goes to a hearing then it would be my assumption the judge is subtly attempting to shake some sense into someone. In my case, we knew our case was solid (I had tons of recorded evidence and first hand witnesses) and I never wanted to go all the way to a hearing I always had intentions on settling. I just mainly wanted my job back or my federal benefits and time not to be screwed up(bc I was a vet and it was apart if my plan to retire), my attorney fees, some admin type corrections, and a reasonable compensatory damage number... When the judge asked where we were in the negotiations (this was after TWO settlement conferences bc he stopped the first one bc the Agency seemingly was onboard with settling and our numbers weren't too far off) he realized we haven't come to an agreement over $3500, we recieved the same kinda lecture about being flexible and standing to lose more if proceeding to the hearing for either side... He said it in a way that you couldn't really tell who he was talking about but I didn't budge, we went to a hearing and I soon found out who he was speaking of 😏🙃
Can your family medical leave be based on a short term disability claim also does my time as a temporary employee count towards my fmla
The answer to your question can easily be found using Google.