Discrimination, harassment and retaliation claims against an employer are among the fastest growing areas of litigation throughout the country. Impacting businesses of all sizes, these claims can be costly, disruptive to business and damaging to a company’s reputation.
Faced with threatened litigation, businesses turn to Segal McCambridge to defend them in court proceedings and before administrative agencies. They also rely on us for proactive guidance when issues or concerns arise and to ensure that all protective measures are in place should litigation come to pass.
Formidable Trial Lawyers
Often very personal and volatile, harassment, discrimination and retaliation claims require a heightened level of sensitivity. They also require the ability to navigate regulatory complexities, legal hurdles and transactional matters. From small business owners to large corporations, Segal McCambridge employment lawyers have met the needs of clients on all of these fronts and throughout all phases of litigation.
With a wide array of litigation-focused practice areas, our firm has trial lawyers who are in court every day and are highly skilled at mounting a formidable defense. We know the case law and regulations and have successfully resolved discrimination and harassment claims based on race, age, gender, sexual orientation, disability and other factors. In fact, we regularly represent clients in employment-related cases in state and federal courts across the U.S., litigating individual actions as well as multiparty claims and class actions.
Our lawyers are extremely tech savvy and understand the role social media can play, particularly in the context of harassment, discrimination and retaliation claims. We help our clients limit negative publicity and preserve their public image, especially through social media channels.
Beyond the courtroom, we represent our clients in regulatory investigations and before state and federal agencies, including the Equal Employment Opportunity Commission (EEOC), state EOC agencies, the U.S. Department of Labor, OSHA and other regulatory bodies. We are particularly adept at advising and defending clients in highly regulated industries such as healthcare, insurance, manufacturing, transportation, retail and wholesale.
Risk Avoidance Counsel
Recognizing that avoiding risk is better than any defense, we help clients establish, implement and enforce practices and protocols to avoid harassment and discrimination. We assist clients with conducting internal investigations and devising strategies to handle whistleblower allegations and retaliation claims. Our lawyers closely monitor EEOC developments and court decisions to stay current on legal and regulatory changes. We keep our clients well informed, offering manager and employee training programs to help them identify potential risks and minimize their exposure to litigation. We also prepare clients for litigation, determining the best approach should going to court prove unavoidable.
- Obtained complete summary judgment for a behavioral healthcare facility client in a Title VII employment discrimination matter in which the plaintiff claimed that her employer discriminated against her because of her race.
- Achieved a dismissal of Title VII and the Age Discrimination in Employment Act discrimination charges against a college. By demonstrating a lack of information substantiating the alleged violations, we convinced the EEOC to close its investigation.
- Favorably resolved a claim for our employer-client brought by the EEOC on behalf of a class of female employees involving an alleged violation of the Equal Pay Act and Title VII.
- Obtained injunctive relief for a roofing company following evidentiary hearing two former employees who were posting false statements, contacting customers and harassing business owners after the roofing company refused to pay the terminated employees more than they were entitled to under their contracts. A settlement was quickly reached after the court’s ruling.
- Achieved a favorable settlement for a mental health care provider on a sexual harassment and gender discrimination retaliation claim. The plaintiffs alleged that our client’s stated reasons for termination (sleeping on the job and leaving patients unsupervised) were pretextual. Following depositions, we were able to settle the matter for 1/10 of the plaintiff’s six-figure demand.
Articles & Publications
- Corporate Counsel, 1.29.15
- Corporate Counsel, 1.29.15