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NOTABLE RESULT
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Our client was promised a promotion by a supervisor in exchange for a sexual relationship. After submitting to the sexual advances under pressure, the promotion was never granted—even after the supervisor’s conduct was exposed. Although the client remained employed, we secured a $115,000 settlement to address the abuse of power and the significant emotional and professional harm that followed.
Our client, with six years of service, was offered just $5,000 in severance after a sudden layoff. We secured an additional $5,365 and negotiated a neutral reference clause to support her future job search.
Our client, a senior software engineer and long-serving contributor to the company’s platform, was unexpectedly laid off. We negotiated an additional $11,367 to recognize his service and help him transition.
Our client, an SEO specialist with three years at the company, was terminated after reporting workplace bullying. While the conduct did not rise to legal liability, we used the surrounding context to secure an additional $13,218 in severance.
Our client, a high-performing sales manager with six years at the company, was offered three months of severance. We negotiated an additional $26,000—including payment for 125 hours of accrued PTO—ensuring the final package reflected her contributions.
Our client was terminated shortly before the company’s annual bonus payout. The original severance excluded any bonus, citing a policy barring payouts to separated employees. We negotiated a revised agreement that included $21,500 in additional compensation representing partial incentive pay.
Our client, a forklift operator, alleged relentless racial harassment from day one—including racial slurs, offensive graffiti, and disparate treatment. After reporting the conduct, he was suspended without pay for a minor incident, while a non-Black coworker who caused more serious damage was not disciplined. Despite limited corroboration, we secured a $75,000 settlement.
A group of sales representatives and their manager were fired after raising concerns about being told they “sounded too ghetto” and being pressured to change their speech patterns. Our firm represented the entire group and secured a $425,000 collective settlement, holding the employer accountable for retaliation against employees who asserted their rights.
Our client was approved for FMLA leave to care for his newborn but was fired two weeks after notifying his manager. The manager had reacted with hostility, suggesting there was “no need” for him to return. We challenged the termination as retaliatory and secured $40,000 in back pay—along with full reinstatement to his former role, an extremely rare resolution.
Our client began the FMLA process to take leave for depression but was fired before completing the required paperwork. Although full documentation had not been submitted, we argued that the employer was on clear notice of the need for protected leave. We secured a $55,000 settlement recognizing the employer’s failure to reasonably accommodate the mental health-related leave request.
Our client, a 59-year-old aviation supervisor, alleged he was fired in retaliation for raising workplace safety concerns and participating in an OSHA investigation. He also reported age discrimination, including being told his skills were “outdated” and receiving less favorable assignments. We secured a $60,000 settlement based on his testimony and supporting documentation.
