This web page focuses on wrongful termination settlement amounts in Nevada. It will be unusual for great cases to go to court, for the reason that they usually reach settlement out of court. But when they do not settle, there could be a trial, where only one party will win.
The majority of court cases contain mixed settlements, meaning they implicated 1, or possibly a number of claims of wrongful firing caused by constructive discharge, workplace retaliation, age discrimination, gender discrimination, whistleblower, pregnancy or breach of employment contract.
The table in the next paragraph exhibits a summary of the various kinds of claims filed along with their quantities in NV in 2017.
| State | 2017 Total Charges | % of Total USA Charges | Race | Sex | Natl Origin | Religion | Color | Retaliation All Statutes | TVII Retaliation | Age | Disability | EPA | GINA |
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Nevada | 978 | 1.20% | 314 | 330 | 156 | 44 | 54 | 558 | 423 | 236 | 322 | 11 | 1 |
Source: https://www1.eeoc.gov/eeoc/statistics/enforcement/state_17.cfm
Wrongful discharge and discrimination cases & settlements in Nevada
$ 50,000
3/22/2017
EEOC v Ultracare
Ultracare is a specialist staffing agency operating in Las Vegas. They provide ultrasound technicians to their clients.
In 2012, Ultracare hired David Matlock and places him at Nevada Health Centers. Within weeks, the company asked Ultracare to remove Matlock from the assignment. He was promptly terminated.
He alleges sex discrimination and wrongful termination, which violates Title VII of the Civil Rights act. He filed a report with the EEOC, and sued both Ultracare and Nevada Health Centers. The case was settled with a consent decree. The fired ultrasound technician received a settlement of $15,000 from Ultracare, and $35,000 from Nevada Health Centers. Source
$ 850,000
8/20/2007
EEOC v Caesars Palace
Minorities become the target of discrimination all too often. Such was the case in Caesars Palace in 2005, when supervisors subjected Latina women working in the kitchen to repeated sexual harassment.
They were forced to endure sexual slander, touching, and even made to perform sex. They complained to management, which resulted in retaliation against them. They were demoted, harassed further, or terminated.
4 victims (Jessica Alvarado Panameno, Elina Masid, Tange Johnson, Candelaria Turcios) stepped up and filed a report with the EEOC, who sued the company for breaching Title VII. The case was settled with a consent decree. The 4 women received a settlement of $590,000 as monetary relief. The remaining $260,000 was distributed by the EEOC to other victims. Source
$ 30,000
10/7/2010
EEOC v Vegas Western Cab
Employment discrimination laws protect not only existing employees, but job applicants as well.
In this lawsuit, Vegas Western Cab, a taxi company in Nevada failed to hire Joel Walden as a taxi driver, because of a disability. He was a single arm amputee. He would have been qualified for the job, had an unblemished driving record, and had much driving experience.
This behavior violates the Americans with Disabilities act. The EEOC sued the company on behalf of Walden. The case was settled through a consent decree, Walden received a settlement of $30,000. Source
$ 110,000
1/4/2010
EEOC v Bill Heard Chevrolet Corp
A Las Vegas car dealership, Bill Heard Chevrolet settled a sexual harassment, discrimination, retaliation and wrongful termination lawsuit brought by the EEOC.
The suit claimed that the management and coworkers of the car dealership exhibited repeated sexual harassment of female workers. They openly grabbed their breasts, solicited sexual favors, and even assaulted a female employee. When the women complained, they were retaliated against through discipline and termination.
A total settlement of $110,000 was provided to 9 female victims. Source
$ 50,000
6/16/2016
EEOC v. Liberty Chrysler, Jeep, Dodge LLC, Internet Auto Rent & Sales of Las Vegas Inc., and Internet Auto Rent & Sales Inc.
Shara Rynearson started working as a salesperson at a Winnemuca car dealership in 2010. Approximately 3 months after she started the job, she experienced numbness, blurred vision and a loss of balance. She notified her supervisor and went to the emergency room.
She was diagnosed with multiple sclerosis. Her doctor ordered her to not work until further testing was conducted and she presented the doctor’s note to her supervisor. Shortly after, she was terminated from her job instead of being allowed to take medical leave.
Rynearson filed a report with the EEOC, since wrongfully terminating an employee with a disability and not providing reasonable accommodation violated the ADA. The case was settled with a consent decree, the woman received $50,000. Source
$ 2,975,000
9/29/2010
EEOC v. Republic Services Inc. and Republic Silver State Disposal, Inc.
The EEOC sued Republic Services Inc, a large trash disposal company, after it received reports that it exhibited a clear pattern of age discrimination by terminating or denying job opportunities to workers over 40. The terminated employees were replaced younger, less experienced employees. Such conduct violates the Age Discrimination in Employment Act of 1967, which protects workers over age 40.
This was a class action lawsuit. The list of discriminated workers includes drivers, garbage collectors and supervisors, some of whom have worked for the company for over 25 years. The case was settled with a consent decree. A total of $2,975,000 was paid out to the 19 workers represented in the lawsuit. Source
$ 50,000
9/30/2016
EEOC v Fifth Avenue Restaurant Group
One of Las Vegas’ largest hospitality companies, Fifth Avenue Restaurant Group, entered into a consent decree and paid a settlement of $50,000 to a female employee who was sexually harassed and retaliated against.
Her supervisor subjected her to sexual harassment in the form of unwelcome touching and solicitations. When she reported the misconduct, she was fired in retaliation for her report. This clearly violates Title VII of the Civil Rights Act.
The EEOC sued the company for sexual harassment, retaliation and wrongful termination. Source
$ 60,000
12/21/2010
EEOC v. Black Gaming LLC.
Martha Ray and Alvin Allison worked for Black Gaming as sales managers. They were responsible for marketing the hotel rooms of the company.
They were 55 and 67 years old, when they were fired and quickly replaced by 2 younger employees. This constitutes age discrimination, which violates the Age Discrimination in Employment Act.
The EEOC sued the company on their behalf for wrongful termination due to age discrimination. They each received a settlement of $30,000. Source
As you look through this listing of unlawful termination settlements from Nevada, take into account that the larger amounts are because of punitive damages. Punitive damages are rewarded to discourage corporations from doing the same kind of unlawful act. Punitive compensation is extremely infrequent. A large number of court cases will settle for about $10,000 to a few hundred thousand dollars.
This selection of wrongful firing verdicts and settlements in NV is meant for informative purposes. Although you may feel resemblance to any of these circumstances, don’t forget that each and every situation is unique.
Average wrongful discharge settlements in Nevada
If you believe you have been wrongfully terminated, it’s understandable that you would like to know just how much money you are likely to get for your wrongful dismissal case. If you settle, the amount of money you acquire is normally dependant on the following: lost wages, emotional distress, benefits lost, medical expenses, reason of termination and the costs of finding a new job. Punitive damages could be awarded in rare cases, in the event the company behaved egregiously.
As you’ll notice from the example claims mentioned above, giving a standard settlement for unlawful discharge cases in NV is actually difficult because every claim is different.
The average wrongful termination settlement in Nevada is between $6,000 – $80,000. Attorneys are certainly effective in negotiating a better settlement.
The average court or jury awards are usually higher, approximately $110,000 and $500,000. This is one of the reasons organizations like to come to an agreement out of court.
Filing a wrongful discharge or discrimination claim in Nevada
If you think maybe you had been discharged for an unlawful reason, here is what to do.
First of all, you will need to speak with a wrongful termination law firm in Nevada in order to discover whether you have got a claim worth pursuing.
Do not procrastinate, as there can be cutoff dates to submitting wrongful dismissal claims in Nevada.
2nd, you are going to most likely need to file a timely claim with the EEOC in Las Vegas.
Here are a few tips on filing a wrongful termination lawsuit.
