EEOC

When I worked in private practice, I once had a case opposite Ropes & Gray. The Ropes lawyers made a highly positive impression on me. They were very talented advocates (and they continue to be talented advocates; note the firm’s recent, high-profile victory in the defense of an in-house lawyer for a drug company).

Of course, many top firms have excellent lawyers. The Ropes attorneys were also… nice. They were polite, and genteel, and not difficult to deal with (in contrast to some of their co-counsel). They met my expectations of what lawyers from an old white-shoe firm should be like. [FN1]

In light of this overall Ropes & Gray “niceness,” it’s a bit surprising to see discrimination claims lodged against the firm. In March, we wrote about a lawsuit filed against Ropes by Patricia Martone, a former partner and noted IP litigatrix. Martone, represented by the high-powered Anne Vladeck, alleged age discrimination, sex discrimination, and retaliation.

Today we bring you news of another discrimination lawsuit brewing against the firm. The potential plaintiff has an impressive pedigree. But do his claims hold water?

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There are a couple of interesting employment discrimination suits floating around the blogosphere today. One is continuing on behalf of a dead, obese woman. The other involves leaky breasts. Sound like fun?

The claim that is being pursued by the estate of a dead woman is slightly more newsworthy because the Equal Employment Opportunity Commission is taking the position that a worker for a non-profit was fired because she had a disability. According to the EEOC — in my head, the EEOC sounds like Jame Gumb (a.k.a. Buffalo Bill) — Lisa Harrison was fired for being a great big fat girl.

Harrison died after filing the suit, but it is being carried on by her estate.

We’ve talked before about how fat people are on the fast track to protected class status. Protected class status is one thing, but are we sure we want to call fat people disabled?

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