Equal Employment Opportunity Commission
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When I was a child, my mom’s friend visited the house and brought her newborn baby with her. Without warning, the woman whipped out her boob and began feeding the newborn in front of me and all of God’s creation. I stared for an uncomfortably long ten seconds at the parasitic orgy, then quickly scampered behind the curtains located less than five feet from the feeding frenzy. As I stood behind the curtains, my face beet red with embarrassment, my mother and her friend tried to coax me out, assuring me that everything would be okay. After an unusually long time behind those curtains, I stomped past the horror and made a beeline to the kitchen. I had to conquer my fear. I was also determined to salvage what was left of my 14th birthday party.
And so it was that a lady filed a complaint with the Equal Employment Opportunity Commission, claiming that she was fired from her job as a teacher because she had to leave the classroom to suck milk out of her boob.
Moooooo-re after the jump!
On Friday, we discussed the discrimination claims made against Ropes & Gray by John H. Ray III. Ray, a 2000 graduate of Harvard Law School and an African-American man, claimed that he was discriminated against and passed over for partner on account of his race.
At the time of our prior post, Ray did not comment beyond what was in his filings before the Equal Employment Opportunity Commission (EEOC). But now Ray has contacted us with his rebuttal to Ropes, explaining that when he previously declined to comment, he “did not know that you intended to rely on a determination letter that had been rescinded and largely discredited in at least its factual description by my reconsideration requests.”
John Ray’s response is lengthy and detailed. Check it out below….
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?
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?