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Representative Cases

First Amendment Retaliation & Whistle Blowing

• Substantial jury verdict against a school district for retaliation. Our client had been fired for whistle blowing. He has protested that the chief security officer had demoted and threatened to demote other security officers due to their race. The jury found that the Chief retaliated against him becuase of his whistle blowing activities.
• Substantial multiple settlements against a school district for retaliation. After teachers urged reform in their school district, the teachers were subject to fabricated criticisms, arbitrary denials of sabbaticals, suspension, and termination.

Sexual Harassment & Hostile Work Environment

• We forced a school district to pay damages and stop its retaliation. Our client had reported that an administrator had engaged in sexual harassment by making lewd comments about her appearance. The school district retaliated against her by conducting an embarrassing investigation and subjecting our client to job changes.
• We won a case on appeal against a company for retaliation. Our client's supervisor had engaged in lewd communication and repeated unwelcome touching. The company retaliated against our client after she reported the supervisor's conduct to the company president.

Title IX Faulty Misconduct & Sexual Harassment of Students

• Substantial settlement against a school district for faulty sexual misconduct against our minor clients. The school district claimed it was unaware of the teacher's sexual misconduct, which included over several years of forced sexual activity and molestation of two junior high school girls. We filed suit and took over 20 depositions of school district employees to prove otherwise.

Title IX Sexual Discrimination in the Educational Setting

• Significant settlement against a college after the athletic director subjected a female coach to a hostile work environment because she spurned his sexual advances. The female coach was subsequently fired. We established that the reason given for firing her was questionable.
• We sued a Pennsylvania university when it proposed to cut one of the women's athletic teams, thereby reducing the total number of athletic opportunities available to women students than those available to male students. The university was directed to restore the team.

Age Discrimination

• Four engineers were fired from their jobs after a merger. We established that age was a factor in their job loss and we achieved a settlement for all four engineers.
• A jury awarded a substantial punitive damages award for our client. Our client was given a less-than-favorable rating after he used internal channels to complain that the less-than-favorable rating was motivated by his age. His employer subsequently fired him, claiming the position had been eliminated. Shortly thereafter, a new position was created with similar job responsibilities, and a younger person was placed in the new position.
• A substantial settlement was received when we proved that our client was laid off, along with several other individuals after he complained about age discrimination and filed a charge with the EEOC. The case established that the employer had used false and fabricated reasons to contrive a forced reduction when the purpose was really to retaliate against our client for exercising his rights under the Age Discrimination in Employment Act.

Race Discrimination

• A jury awarded our client compensatory and punitive damages for discrimination. Our client was the only African-American police officer in a municipal police department and was set up to be fired for failing to prosecute a DUI. His sergeant had instructed him to use a faulty breathalyser test and he refused.
• A jury returned a substantial compensatory damages award for our client. Our client, a nurse supervisor, was subjected to racial harassment and hostile work environment by her supervisor. The supervisor had stripped our client of her duties and encouraged one of our client's subordinates to file union grievances against her.

Whistle Blowing Activities

• We have received a substantial settlement for an employee who was fired for pretextual reasons after she pointed out wrongdoing in the operation of her employer's business. Our client was a government employee and we were able to use the Whistle Blower statute and the First Amendment prohibition against retaliation to force the employer to pay damages for having terminated our client.
• In another case, we received a significant jury verdict after we established that our client, an employee of the Commonwealth of Pennsylvania, was subjected to retaliation for having opposed gender discrimination.