ARCHIVED CONTENT
You are viewing ARCHIVED CONTENT released online between 1 April 2010 and 24 August 2018 or content that has been selectively archived and is no longer active. Content in this archive is NOT UPDATED, and links may not function.
By Scott FormanExtract: Litigation and Big Data – Employers face significant difficulties in managing workforces while remaining compliant with an increasingly complex web of federal, state and local employment laws. PEOs, staffing firms, and their clients can use big data to manage the litigation process. For example, our firm captures and analyzes data on all of a company’s Equal Employment Opportunity charges and single-plaintiff employment litigation matters to help spot trends and potential risks.
Companies can also use predictive modeling to assess the likely length and outcome of each case filed against it, as well as the typical number of depositions and amount of discovery, in the particular case, for example. This information enables a company to anticipate costs associated with the litigation, both in terms of the hard costs (such as legal fees and the settlement/award amount) and soft costs (such as the impact on your personnel and brand). With such insight, companies can make informed decisions about how best to approach the case at inception.
Read the complete article at Benefit of Counsel: Optimizing Big Data