The discussion emphasizes that time is the most crucial consideration involved. It also notes that the threat of litigation and the prospect of a large jury verdict and adverse publicity is sometimes enough to make an employer reinstate the employee and provide compensation for the lost wages and emotional distress suffered during the termination period. Attorneys are advised to make the continuation of a health care plan the top priority. They should then survey the existing Federal, State, and local law to determine the possibility of asserting a potentially viable claim of employment discrimination in the client's behalf. They should examine the Rehabilitation Act of 1973, State statutory and regulatory protection, local ordinances, and common law protection. They should also understand the requirement for exhaustion of administrative remedies. Other issues to consider are expedited trial dates, jury selection, and mitigation. Footnotes.