Provided Outside In-House Counsel Services for Commercial Contracts
We provided ongoing commercial contract support services to our client in connection with some of its key customer and subcontractor agreements. A half-day visit to the client’s site to tour the facility and meet key stakeholders along with time familiarizing ourselves with our client’s form documents and contractual “pressure points” was all that was needed to immediately add value in an “outside in-house counsel” capacity. We assisted our client in both RFP-based opportunities as well as closed-loop negotiations of master service agreements with both new and existing customers.
University athletic director convicted of embezzlement following independent investigation
Successful Defense of Client in Age Discrimination and Retaliation Lawsuit
We represented a national health insurance provider in the Franklin County Court of Common Pleas in a case regarding age discrimination and retaliation. The plaintiff alleged he was discriminated against and retaliated against when he was terminated for performance issues. The plaintiff claimed there was an animus against older workers, and that his supervisor was intent on generating a younger workforce. After taking the plaintiff’s deposition and defending the deposition of his direct supervisor, we filed a motion for summary judgment on all claims. Summary judgment was granted as to all claims, and the court adopted much of the brief and reasoning presented by our client.
Received Summary Judgment in Case Involving Allegations of Age Discrimination
We represented our client, Humana, in a matter involving a former employee, who alleged our client violated the Age Discrimination in Employment Act and Ohio’s nondiscrimination statute under theories of discrimination, retaliation, and disparate impact. We won summary judgment on all of the plaintiff’s claims. After thoroughly reviewing the company’s reduction-in-force procedures which resulted in the plaintiff’s termination, Judge Beckwith agreed the plaintiff could not “establish a prima facie case of age discrimination relative to his termination in the reduction-in-force because he has not provided additional direct, circumstantial, or statistical evidence tending to indicate that he was discharged because of his age.” (Gilster v. Humana Marketpoint, Inc., S.D. Ohio, Case No. 1:14 CV 961, 1/19/16).
Labor & Employment – NLRA
Defended Client Against Claims of Sex Discrimination, Hostile Work Environment and Promissory Estoppel Litigation
We represented a national health care provider in a matter referred to arbitration on the plaintiff’s claims of sex discrimination, hostile work environment and promissory estoppel. A motion was granted for partial summary judgment, with the remaining claims resolved in our client’s favor following the submission of post-hearing briefs to the arbitrator.
Successful Defense of Client in a Race Discrimination and Hostile Work Environment Suit
We represented an international parts manufacturer in a case regarding race discrimination and a hostile work environment. Our client was sued after the plaintiff was terminated for behavioral issues. After taking the plaintiff’s deposition and defending three witness depositions, we filed a motion for summary judgment. The judge agreed with our client’s position and granted summary judgment with regard to all of the plaintiff’s claims.
Full Defense Verdict in Age Discrimination Allegations
We represented Cengage Learning, an educational content, technology, and services company for in an age discrimination suit. Janet Kerekes, who had been a long-time employee, filed a claim against Cengage for age discrimination after she was terminated for performance issues. After unsuccessful attempts at mediation and denial of summary judgment, the parties went through a seven day jury trial in Franklin County Court of Common Pleas. We successfully obtained a fully defense verdict for Cengage.