Discrimination, Harassment & Retaliation

Identifying legal solutions that work

We represent employers in claims for alleged violations of various federal and state civil rights statutes, including claims under Title VII of the 1964 Civil Rights Act (race, gender, religion, national origin, and color), 42 U.S.C. § 1981 (race), the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), the Age Discrimination in Employment Act (ADEA), and associated state anti-discrimination statutes.

We represent employers in claims for alleged violations of various federal and state civil rights statutes, including claims under Title VII of the 1964 Civil Rights Act (race, gender, religion, national origin, and color), 42 U.S.C. § 1981 (race), the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), the Age Discrimination in Employment Act (ADEA), and associated state anti-discrimination statutes.

FMG employment lawyers concentrate heavily on these claims and have been retained across the United States to defend employers and high-level executives against single- and multiple-plaintiff sexual and racial harassment claims, retaliation claims, and wrongful discharge allegations under federal and state laws. Indeed, the geographical breadth of our practice is evidenced by our firm having the first successful defense of a sexual harassment claim in California applying the Faragher/Ellerth affirmative defense upheld in the Ninth Circuit Court of Appeals.

The increased likelihood of these claims, however, has compelled employers to give greater scrutiny to the manner in which they run their businesses and the policies and procedures under which they operate. As such, in addition to our litigation experience, our group’s lawyers consistently are retained to review and counsel employers on their employment practices, including hiring, discipline and termination policies, and to assess their effectiveness and compliance with federal and state civil rights laws. We have substantial experience in developing and implementing lawful strategies that increase the productivity of an employer’s workforce and simultaneously reduce the likelihood of an employee dispute.

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