Today brings news of another employment discrimination lawsuit filed against another top law firm. It’s being filed by the litigation boutique of Sanford Heisler LLP, which seems to be carving out a nice little niche in plaintiff-side Biglaw employment litigation.
Which firm is being sued this time, and what are the plaintiff’s allegations?
We offer a lot of coverage of lawyers suing their law firms. They’re almost always the same: lawyer is fired; lawyer finds something to sue the employer over. Sometimes the lawyer’s claims have merit; sometimes they don’t.
It’s a little more rare for a law professor to sue his or her law school. That’s probably because it’s much harder for a law professor to be fired or pushed out. Oftentimes you only see lawsuits from professors when they feel like they’ve been unfairly denied tenure. After they get tenure, well, there’s little the law school can do to them anyway.
Well, unless the school concludes that a professor “poses a safety risk,” to the students at the law school. Then, the professor can be suspended.
And then, much like a lawyer in private practice, the law professor will sue the school….
Women often get the short end of the stick when it comes to upward mobility in their careers. Despite the fact that firms claim to be rectifying these inequities, for every two steps forward the legal industry takes, women seem to be pushed two steps back. Be it smaller salaries or fewer leadership opportunities, women lawyers are usually left holding the bag. It’s almost as if they’ve got to make up for what they lack (dangling genitalia), in all of their dealings.
Women already have a hard enough time as it is without being unfairly subjected to unspoken policies that affect both firm politics and partnership decisions. But, such is life when you’ve thrust yourself into the wonderful world of Biglaw, where the “boys club” reigns supreme, and women are essentially railroaded into the pink ghetto.
How would you like to work for a firm where men hog all of the origination credit, and do their damnedest to exclude women from client pitches? How would you like to work for a firm where women are encouraged to have intimate relationships with firm leaders in order to be promoted?
That doesn’t sound like a friendly working environment, but that’s exactly what a $200 million class action suit against Greenberg Traurig alleges….
“In accepting the offer to join Ropes & Gray, Ray accepted Roscoe Trimmier’s assurances that Ropes ‘does not see black and white, only shades of Ropes & Gray.’”
That’s paragraph 75 from the latest complaint filed by John H. Ray III, a 2000 graduate of Harvard Law School and an African-American man, against his former employer, Ropes & Gray. According to Ray, the firm, after initially embracing him with open arms, turned on him. Ray claims that he was subjected to racial discrimination and retaliation, which made his time at the firm more painful than pleasurable. And, unlike Anastasia Steele of Fifty Shades of Grey (affiliate link), Ray did not enjoy the alleged abuse.
When we first wroteabout Ray, he was proceeding pro se against Ropes & Gray. Now he has hired counsel — an experienced employment-discrimination litigator who has appeared before in these pages.
Let’s find out who’s representing John Ray, and take a closer look at the complaint — which features an Above the Law shout-out, interestingly enough….
You often hear about women filing gender discrimination complaints that allege sexual harassment by lecherous male superiors. It’s less often that you’ll see a man making similar allegations against a woman. But it just so happens that someone in the federal government has lodged these very complaints against a female superior, and boy is his complaint juicy.
As we mentioned in Morning Docket, James T. Hayes Jr., a top-level Immigration and Customs Enforcement agent, is suing the Secretary of the Department of Homeland Security because he claims that ICE’s chief of staff, Suzanne Barr, created a hostile working environment — specifically, “a frat house-type atmosphere that is targeted to humiliate and intimidate male employees.”
What does one have to do to create a “frat house-type atmosphere” in the offices of a federal agency? Let’s check out the allegations made in the complaint….
Back in September 2011, we mentioned to our readers via Morning Docket that Ronald Kratz II, a 680-pound man, had allegedly been fired because he was too fat. At that point, the Equal Employment Opportunity Commission had stepped in to sue on this gentleman’s behalf, because apparently his employer perceived his size as a disability.
Now, almost one year later, we’ve got an update on the status of Kratz’s lawsuit. His settlement check is almost as large as he was at the time he was terminated….
* Dewey know how insolvency laws work in Dubai? The failed firm’s partners in the United Arab Emirates have filed for creditor protection in the hopes of receiving end-of-service payments. [The National]
* “This is your fault.” “Uh, no, this is all your fault.” “I’m going to sue you.” “Not if I sue you first.” Florida and the DOJ got into a good old fashioned slap fight yesterday over the purging of the state’s voter rolls. [Reuters]
* And now for your morning dose of nasty ass sexual abuse allegations. The testimony in the Jerry Sandusky case will continue today, with more lurid accounts from the former football coach’s accusers. [Bloomberg]
* Is this what it’s come to in the legal profession? Are people really so desperate for work that they’re willing to apply in droves for a job that pays less than minimum wage? By all accounts, it sure looks like it. [ABA Journal]
* Tips for parents of law school applicants? Screw that, ours are better: 1) tell your kid to read ATL; 2) smack your kid in the face if he still wants to apply; 3) repeat if necessary. [Law Admissions Lowdown / U.S. News]
* A female security official for the NBA who happens to be a law school graduate is suing for employment discrimination. And no one cares about women’s basketball any more than they did before. [New York Times]
Why did Dewey agree to pay an associate from the class of 2006 more than $400K in severance? According to the Times, Saffitz received this severance agreement after she “complained over how she was treated by a former Dewey partner and told the firm’s management.” According to the Journal, she filed “a complaint regarding sexual discrimination by a Dewey partner who is no longer with the firm.”
Inquiring minds want to know: Who was the partner in question? And what did he allegedly say or do to Emily Saffitz?
Finding out such details is difficult. Settlements in cases of alleged sex discrimination or sexual harassment often contain non-disclosure or non-disparagement provisions that prevent the parties from speaking about what took place.
So we didn’t expect we would ever find out which former Dewey partner triggered complaints from Emily Saffitz. Until, well, he emailed us….
Californians tend to be quite protective of the state’s reputation as a progressive paradise. Where equality is important for everyone, no matter your race, gender, sexual orientation, whatever. Where organic food is simply better, no matter how much it costs. Where the earthquakes are a fine price to pay for an entire year of temperate weather.
So, when the New York Times ran an extensive article this weekend about an accomplished female attorney who sued the major venture capital firm where she is a partner for sex discrimination, it puts a real fly in the state’s — and specifically the tech industry’s — collective ointment.
The Times’s extensive story concerns Ellen Pao, a graduate of Harvard Law School and a former associate at Cravath. She has sued Kleiner Perkins Caufield & Byers, a major VC firm.
Let’s take a look at the specifics of the suit, as well as what it might mean for attorneys who work within the emerging “brogrammer” culture in Silicon Valley…
Yesterday afternoon, Dewey’s lawyers appeared in U.S. Bankruptcy Court for the Southern District of New York. The firm’s lead lawyer, Albert Togut, introduced himself as follows: “I can finally confirm the worst-kept secret of the year. I am counsel for Dewey & LeBoeuf.” He’s going to be a very busy man over the weeks and months ahead.
Let’s find out what happened at the hearing, and also take a closer look at one of Dewey’s most intriguing unsecured creditors: a (rather attractive) litigatrix, a former Dewey associate now at another firm, who is owed more than $400,000 in “severance” by D&L….
Hey, have you read Above the Law for like one single minute in the past month? If so, you probably know that we’re having this big blogger conference on March 14th at the Yale Club. Yeah, the Yale Club. You’ll be able to recognize me: I’ll be the only big… blogger guy surreptitiously holding a can of crimson spray-paint.
Speaking of coming, you should come. We’ve got CLE and all that. Click here to buy tickets to get CLE credit for listening to bloggers scream about stuff on the internet.
To refresh your memory, details on the panel that I’m moderating — almost entirely sober, mind you — follow.
My panel is called Blogs as Agents of Change, and we’re going to talk about whether all of these spilled pixels are actually making a difference. You know my view… just ask Lawrence Mitchell, but here are the panelists:
So you spent a considerable amount of time courting, selling and maybe even doing some friendly stalking of that attractive lateral partner candidate with a sizable book. After he or she ignored your emails and didn’t return your calls, a few weeks go by and you read a press release in the legal media announcing the recent move to a competing firm.
Rats. Another one got away from you. You cringe when you consider how much time was spent in meetings that did not bear fruit. Your heart aches when recall how you were led to believe this was a marriage made in heaven.
You have been rejected.
The sting of rejection is painful, even for fancy law firms. But you need to find a way that you can turn this disappointment into a legitimate learning experience.
No, this isn’t a pre-party before we come back next fall for the real thing. This IS the real thing. Quinn Emanuel is pushing the envelope on recruiting. The party is now. This is when you meet the partners and associates face to face. This is when we begin the dance that could land you an offer for your second summer BEFORE school starts in the fall.
First: You come to the party. Second: If you like us, you send your resume after June 1, 2014. Third: If we like each other, you get an offer.
We’re not waiting for fall. We’re not doing the twenty minute thing. This party is the real thing!
We hope you’ll join us, and look forward to meeting you.
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