Some of the firm’s representative cases include:
- Francois v. Office of the State Superintendent of Education, 1601-0007-18 (D.C. Office of Employee Appeals, July 18, 2019) (denying OSSE’s petition to review the AJ’s ruling that OSSE did not have requisite cause to remove the complainant employee from her employment).
- Congress v. District of Columbia, 324 F.Supp.3d 164 (D.D.C. 2018) (holding that employee stated claims of disability discrimination and retaliation)
- Churchill v. Prince George’s Cty. Pub. Sch., No. PWG-17-980, 2017 U.S. Dist. LEXIS 197713 (D. Md. Dec. 1, 2017) (holding that the employee stated a claim of sexual orientation discrimination, sex stereotyping discrimination, and retaliation).
- Walker v. Master Sec. Co. LLC, 2016 U.S. Dist. LEXIS 16113 (D.D.C. Feb. 10, 2016) (holding that a D.C Human Right Act claim was not subject to federal preemption)
- Butler v. Wash. Metro. Area Transit Auth., 275 F. Supp. 3d 70 (D.D.C. 2017) (holding that there was a dispute of fact whether WMATA reasonably accommodated its employee)
- Lincoln-Odumu v. Medical Faculty Assocs., 2016 U.S. Dist. LEXIS 88659 (D.D.C. July 8, 2016) (holding that the D.C. Wage Payment Collection Law protects employees of DC employer who are dispatched outside of DC to telework from home)
- Sheena Washington v. District of Columbia Office of Employee Appeals, No. 2013 CA 7454 P (MPA) (D.C. Super. Ct. August 8, 2014) (reversing administrative judge’s ruling and remanding the case back to OEA for the AJ to address why Employee was terminated
from her position for failure to secure an S Class Endorsement, while other employees who also lacked the endorsement were permitted to continue to work).
- Sparrow v. District of Columbia Office of Human Rights, 74 A.3d 698 (D.C. 2013) (holding that the OHR’s finding that employer engaged with disabled employee in the interactive process, as required by Human Rights Act, was not supported by substantial
- Jafari v. Old Dominion Transit Management Co., 462 Fed.Appx. 385 (4th Cir. 2012) (holding that an employee’s intracompany complaint may constitute protected activity within meaning of FLSA’s anti-retaliation provision).
- Ventura v. Bebo Foods, Inc., 738 F.Supp.2d 8 (D.D.C. 2010) (former restaurant wait staff and bussers filed collective and class action against owner and operator of various restaurants and companies alleging violations of wage payment and overtime
obligations under Fair Labor Standards Act (FLSA), District of Columbia Wage Payment and Collection Law (DCWPCL), and Equal Pay Act (EPA); the court denied defendants’ motion to dismiss or transfer and granted summary judgment for plaintiffs).
- Ellis v. Georgetown University Hosp., 723 F.Supp.2d 42 (D.D.C. 2010) (holding that former employee demonstrated sufficient facts supporting a claim of retaliation that could not be dismissed at summary judgment).