First, it is important to be totally honest with your attorney. Nothing can derail a negotiation faster than the employer producing some evidence that you did not warn your attorney about. Second, you must be willing to compromise.
Look at what you want from the standpoint of reimbursement. In terms of dollar amounts, I usually ask my clients what the bare minimum is that they will accept to settle the case, and then add a cushion for negotiation purposes. The dollar amount you are asking for should be in line with your losses. Finally, you either want to give your attorney authority to settle your case for a certain amount or be in a place where your attorney can contact you for permission.
Sometimes employees who accept settlements can start to have second thoughts. They wonder if they could have gotten more money if they had just held out a little bit longer. Some change their mind after verbally accepting the offer, and later go on to reject it. This does three things:
1. it makes both the attorney and the employee look irresponsible;
2. it causes some attorneys to stop representing the employee and bill the employee for additional service; and,
3. it sends a message to the employer that the employee does not really know what he or she wants, and the employer usually will send written notice that the offer is being withdrawn.
When this happens, in most cases the employer not only does not offer any more money, but once in litigation, the employer shows the court that a fair offer was accepted and then rejected. Courts often look at this behavior as being irresponsible and greedy.