KW Economics prepares employment damages analysis for employment discrimination cases venued in Puerto Rico: what the loss claim consists of, the records that drive it, and a present value built to Puerto Rico damages rules and venues. Plaintiff and defense.
In an employment discrimination matter the analysis measures the gap between the compensation the employee would have received absent the adverse action and the compensation actually received, from the date of the action through a reasonable point in the future. The economist reconstructs the but-for path from the employer's payroll records and pay practices, including raises, bonuses, and benefit accruals, nets actual interim earnings year by year, evaluates mitigation, bounds the front pay period, and discounts future amounts to present value. In failure-to-promote and pay-disparity claims the analysis compares the employee's compensation with the position or comparators counsel identifies.
Back pay, front pay, and lost benefits in discrimination, retaliation, wrongful termination, and wage-and-hour matters. The analysis reconstructs what the employee would have earned in the position, including raises, bonuses, and benefit accruals, measures actual interim earnings, and evaluates mitigation and the period over which front pay is reasonable. In wage-and-hour matters the same records drive an hours and pay reconstruction for the individual claim or the class.
Back pay is usually the most documented component and the least contested; the disputes concentrate on front pay duration and mitigation. How long it will take the employee to reach comparable compensation, whether the replacement job counts as comparable, and whether the job search was reasonable each change the total substantially. Lost equity, bonus, and pension accruals can exceed base pay losses for senior employees, and the pay-disparity component in an unequal pay claim depends on which comparators are used and over what period.
Puerto Rico's rules of evidence follow the federal model for expert testimony: the court asks whether the economist is qualified, whether the opinion rests on sufficient facts and reliable principles and methods, and whether those methods were reliably applied to the case. A damages report meets that inquiry by naming its sources and tying each assumption to the record, in the language the court requires.
Highest court: Supreme Court of Puerto Rico (Tribunal Supremo de Puerto Rico).
Federal venues: District of Puerto Rico.
Puerto Rico's civil-law system reduces recovery in proportion to the plaintiff's share of fault in a negligence-based claim. Interest can be imposed on the award when a party is found to have litigated with obstinacy, and interest on a sum owed under a contract follows the civil code's rules on delay, which counsel confirm for the specific claim. Private-party damages are not subject to a general statutory limit, so the report states each loss as of a fixed date and separates past from future amounts.
We issue the final report and provide deposition and trial testimony, rebuttal of opposing damages opinions, and updated calculations as the trial date moves.
In an employment discrimination matter the analysis measures the gap between the compensation the employee would have received absent the adverse action and the compensation actually received, from the date of the action through a reasonable point in the future. The economist reconstructs the but-for path from the employer's payroll records and pay practices, including raises, bonuses, and benefit accruals, nets actual interim earnings year by year, evaluates mitigation, bounds the front pay period, and discounts future amounts to present value. In failure-to-promote and pay-disparity claims the analysis compares the employee's compensation with the position or comparators counsel identifies.
Puerto Rico's rules of evidence follow the federal model for expert testimony: the court asks whether the economist is qualified, whether the opinion rests on sufficient facts and reliable principles and methods, and whether those methods were reliably applied to the case. A damages report meets that inquiry by naming its sources and tying each assumption to the record, in the language the court requires. Employment Discrimination cases venued in Puerto Rico are heard in the Court of First Instance (Tribunal de Primera Instancia) (General jurisdiction trial court of the Commonwealth, organized into Superior and Municipal divisions; hears civil and criminal matters), with final appeals to the Supreme Court of Puerto Rico (Tribunal Supremo de Puerto Rico). Matters within federal jurisdiction proceed in the District of Puerto Rico.
Puerto Rico's civil-law system reduces recovery in proportion to the plaintiff's share of fault in a negligence-based claim. Interest can be imposed on the award when a party is found to have litigated with obstinacy, and interest on a sum owed under a contract follows the civil code's rules on delay, which counsel confirm for the specific claim. Private-party damages are not subject to a general statutory limit, so the report states each loss as of a fixed date and separates past from future amounts. The report presents past and future amounts separately, states every rate and table with its source, and shows the result under the alternatives the other side is likely to argue, so counsel can apply the Puerto Rico rules to a documented figure.
Request a consultation on Employment Damages or call (201) 343-0700. Plaintiff and defense counsel.