Equal Opportunities & Employment Law

The Equal Opportunities & Employment Law Group of GSH has extensive experience in employment, public accommodations and credit discrimination litigation. We have obtained numerous favorable jury verdicts for our clients in federal discrimination cases and have established a successful appellate practice. Our group provides training for clients in such areas as diversity; supplier diversity; equal employment opportunities; union avoidance and maintaining a harassment-free workplace. Our attorneys have drafted employee handbooks, handled discipline and discharge issues, managed large reductions in force issues, reviewed wage and hour practices, and written affirmative action plans. We also engage in preventive, day-to-day counseling with clients on a wide range of labor and employment issues.

Representative Experience

• Won jury trial involving a litigious former employee of a Fortune 500 Energy Company, who sued our client five times.  In this lawsuit, Plaintiff claimed a breach of prior settlement agreement, asserting claims of retaliation, defamation, and emotional distress.  The entire matter was initially dismissed during summary judgment. On appeal in the Seventh Circuit, a small portion of the case was remanded. With several hundreds of thousands of dollars of attorney’s fees at stake, and after a 2 1/2 day trial, the jury deliberated for approximately two hours before rendering a verdict that vindicated our Client.  The Plaintiff again appealed to the Seventh Circuit, which subsequently affirmed the jury verdict in its entirety.
• Represented client involving defense costs in the mid six figures. The Plaintiff used a major law firm and was litigating the issue of retaliation. Although the underlying harassment claim was fully defensible in our view, because the Plaintiff quit almost immediately after she left her employment (and had no real earnings history because of chronic alcoholism), the EEOC made a finding that a letter sent by another lawyer threatening a slander action. (She was “bad mouthing” the client). GSH attorneys took over and used a “so what” legal defense to the letter, arguing that the Plaintiff suffered no adverse employment action because she quit and, after two days of depositions, we established that her inability to find work was due to her alcohol problems. The case settled in mediation for a very modest amount. The opening number was in the mid six figures, most of which was for attorneys fees.
• After arguing at the 8th Circuit Court of Appeals a year ago, we received a per curium opinion affirming the lower court’s ruling granting summary judgment in favor of our client, a Fortune 100 Global Chemical Company, in an employment discrimination case. Plaintiff made claims of national origin discrimination. The Court of Appeals held the District Court ruled appropriately when it granted summary judgment because Plaintiff could not show a prima facie case of discrimination.
• Represented large client when the plaintiff was discharged for repeated attitude and performance problems. Plaintiff claimed her termination was an act of age and/or disability discrimination. The matter proceeded to hearing. We eventually resolved this matter satisfactorily for a settlement of under $10,000.
• Represented nationwide bank in a lawsuit where a former employee’s spouse sued the bank for defamation. The Plaintiff alleged that the bank made defamatory statements about him to the police. The bank called the police when the Plaintiff entered the bank’s branch (where his wife was formerly employed) just a few hours after she was terminated. He acted in a strange and threatening manner. We tried the case to a jury. The jury found in our favor and concluded that our client was not liable to the Plaintiff.
• Represented a Fortune 500 employer in a jury trial involving claims of wrongful termination in violation of public policy (whistleblower) and breach of implied employment contract. The jury returned a verdict in favor of the employer on the whistleblower claim and hung on the contract claim, which the parties settled.
• Represented client with respect to an employment discrimination claim filed by a former employee based on sex, age, disability, and FMLA discrimination charges. We were able to get the disability claim dismissed and settled the remaining claim for $7,500.
• Represented employer when plaintiff filed a claim in for negligent retention, hiring, and training because he was assaulted by a co-worker. We brought a motion to dismiss for failure to state a claim, because the claim was barred by the exclusive remedy provisions of Wisconsin’s workers’ compensation law. Plaintiff dismissed his claim for attorney’s fees and costs (including a threatened motion for sanctions under the Wisconsin equivalent of FRCP 11).
• Handled federal discrimination case involving a claim of racial discrimination and harassment filed against a large transportation company. A jury found for our client, deciding that the worker did not suffer from a racially hostile workplace, as he had contended.
• Obtained a defense verdict on all claims in one of the most highly publicized and watched race discrimination cases in the City of Milwaukee. A defense verdict on all claims was achieved in this case.
• Won summary judgment representing a nationwide restaurant chain in a race discrimination case, where a cook for the restaurant alleged he had been discriminated against.
• Represented hospital where summary judgment was granted, dismissing plaintiff’s claims of race discrimination and retaliation for filing an EEOC Charge of Discrimination.
• Handled federal discrimination case involving a claim of racial discrimination and harassment filed against a large transportation company. A jury found for our client, deciding that the worker did not suffer from a racially hostile workplace, as he had contended.
• Obtained a complete victory for a Fortune 500 company in a federal jury trial against a former employee claiming breach of a prior settlement agreement reference check provision.
• Represented national non-profit association with regard to workers’ compensation claim; where upon appeal, the claim was reduced by 98%.