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Judgment for the employer in a reduction in workforce case. The plaintiff, an African-American, lost his position with hundreds of other employees for economic reasons. The plaintiff claimed that the company eliminated his position because of his race and national origin. The company argued that the plaintiff was just one of many employees who were unfortunately affected by a decrease in the company's business, and that race was not a factor.

Judgment in favor of the employer in the first phase of a two-phase trial of a race/national origin discrimination claim. The plaintiff had resigned from her position after an extended leave of absence and claimed that the company constructively terminated her. The company discovered that the plaintiff had obtained state disability benefits during her leave based on her and her doctor's representations under oath that the plaintiff's condition was not work-related. The company argued that, after representing that her condition was not work-related to the state, the plaintiff could not recover damages based on the claim that her condition was work related as a matter of law. The company tried its judicial estoppel defense to the court and prevailed.

Jury verdict for the employer in a case in which the plaintiff alleged that her supervisor sexually harassed her by flirting at work, dating her, and engaging in sexual activities. The plaintiff did not report any harassment to the company when it allegedly occurred. Instead, after six months of alleged harassment, the plaintiff took a four-month disability leave. When the plaintiff was ready to return to work, she reported the harassment to the company for the first time and sued the company and the supervisor. The company investigated, transferred the plaintiff to a location of her choice, and disciplined the supervisor. After a two-week jury trial, the jury returned a verdict for the company and supervisor.



 
Defense verdict in a retaliation case in which the plaintiff alleged breach of contract, breach of the implied covenant of good faith and fair dealing and wrongful termination in violation of public policy. The plaintiff claimed that she was laid off in retaliation for reporting alleged timecard fraud to her managers.

Defense verdict in an age discrimination trial in which the plaintiff, a 65-year old engineer, was laid off in a company-wide reduction in workforce. Managers selected the plaintiff for the layoff because his performance, utility and experience were among the lowest in his organization. The plaintiff argued that younger engineers who were ranked below him were not laid off and, therefore, his layoff was discriminatory. Defense counsel persuaded the jury that the younger engineers' skills were much broader than the plaintiff's, and consequently they were more versatile and valuable to the employer. The jury returned a verdict for the employer.

Defense verdict in which the plaintiff, a real estate appraiser, alleged that her employer and former manager retaliated against her after she filed a charge of discrimination by playing a practical joke on her, unfairly criticizing her work and failing to assign her enough work. This eventually led to her resignation. The jury returned a verdict in favor of the individual defendant and hung 7-5 in favor of the employer. The court later entered judgment in favor of the employer due to the plaintiff's failure to prosecute the case.
 
 
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