Discrimination & Harassment

Workforce management in a stagnant economy has been particularly challenging for employers as they try to manage their expenses and their bottom line. Business decisions, such as conducting layoffs and reductions in force, have contributed to an increase in discrimination, harassment, and retaliation claims by former employees following the loss of their jobs. While employers often implement explicit codes of conduct for their workplace, discrimination and harassment behaviors can sometimes still linger. We are also seeing more and more class actions and collective claims filed by plaintiffs’ attorneys whose aggressive tactics have made the defense of these cases significantly more expensive. In this landscape, where emotions often run high and the potential financial exposure to companies is great, employers turn to Nixon Peabody Labor & Employment Litigation attorneys for a comprehensive, cost-effective winning strategy.

Discrimination and harassment litigation

Members of Nixon Peabody’s Labor & Employment Litigation practice are talented, skilled attorneys who have decades of experience defending complex and sometime-hostile discrimination and harassment litigation matters. From the outset, the team leverages their trial and investigative skills to win cases early by assessing their client’s risk and then developing a calculated litigation strategy geared toward saving our client from years of discovery and hundreds of thousands of dollars in attorneys’ fees, often avoiding a costly trial. Whether defending against hundreds of claimants or a single plaintiff case, our team has a proven track record of achieving the results our clients are seeking while containing litigation costs. Our attorneys also excel at blocking or containing class certification and executing offensive strategies, such as counterclaims and early dispositive motions.

We have represented clients in federal trial and appellate courts; state courts; the Equal Employment Opportunity Commission (EEOC); and related federal, state, and local governmental agencies. These cases involve disparate treatment and impact claims and span the full range of protected categories, including race, sex, age, disability, veteran status, national origin, and religion, as well as issues arising from statutes such as the Family Medical Leave Act and Americans with Disabilities Act. Our experience before the EEOC includes individual discrimination charges and class claims, as well as related investigations of compensation discrimination, failure to hire or promote, sexual harassment, wrongful discharge, retaliation, and disability discrimination.


Although an employer cannot insulate itself entirely from litigation, it can take steps to decrease its chances of being sued and maximize its ability to obtain a quick resolution at a relatively small cost. Our philosophy is to minimize the risk of workplace discrimination claims through proactive planning. We work collaboratively with our clients to conduct audits that include detailed compensation and data analyses to identify hidden statistical vulnerabilities, interviews of company personnel to gauge employee morale and satisfaction with diversity efforts, and recommendations to address areas of vulnerability.

We routinely assist our clients in identifying potential issues and minimizing the possibilities for liability by:

  • Reviewing policies and procedures and identifying issues that might support a disparate impact or “pattern and practice” claim of discrimination;
  • Revising and/or creating alternative policies and procedures, pay practices, or hiring/promotion/firing practices to minimize the risk of any discrimination claims;
  • Advising on diversity “best practices” and conducting diversity training; and
  • Providing harassment and discrimination prevention training.

Department of Education withdraws Obama-era Title IX Guidance

Rochester Business Journal | October 20, 2017

Rochester private equity and investment funds partner Jeremy Wolk authored this column about the Department of Education’s recent decision to withdraw of Obama-era Title IX guidance.

Preventative discrimination training should be ongoing

Rochester Business Journal | October 20, 2017

Rochester labor and employment partner Stephanie Caffera and manager of diversity and inclusion Rekha Chiruvolu were quoted in this special report regarding why employers should provide preventative discrimination training in the workplace.

Revisiting Title IX process could benefit all lawyers say

Rhode Island Lawyers Weekly | October 05, 2017

Providence commercial litigation counsel Steven Richard provides commentary in this article about the Trump administration’s Title IX guidance document.

Federal courts grind up gender bias charges against sausage company

Chicago Daily Law Bulletin | September 18, 2017

Chicago labor and employment partner Frank Saibert contributed this article analyzing a case surrounding a former employee’s sexual discrimination claims.

Medical marijuana decision seen as complicating life for employers

Rhode Island Lawyers Weekly | June 01, 2017

Providence labor and employment partner Andrew Prescott provides commentary in this article about Rhode Island’s Hawkins-Slater Medical Marijuana Act, which bars employers from refusing to hire someone if he or she uses medical marijuana.

Making harassment hotlines work

Human Resources Executive | May 08, 2017

Boston labor and employment partner David Rosenthal is quoted in this article about considerations human resources executives should make regarding harassment hotlines for employees.

NLRB 1964 Civil Rights Act bump heads

Chicago Daily Law Bulletin | December 15, 2016

Chicago labor and employment partner Frank Saibert authored this column that discusses an ongoing litigation between Cooper Tire & Rubber Co. and the National Labor Relations Board. The dispute is over whether Cooper violated the National Labor Relations Act by firing an employee who yelled racist comments at a temporary worker who crossed the union’s picket line during a lockout.

Experts: Even tiny firms need sexual harassment policies

Newsday | October 02, 2016

Long Island Labor & Employment partner Chris Gegwich provides commentary in this piece that discusses the need for all companies—no matter how small—to have polices in place to prevent sexual harassment.

Evidentiary Standards for Bias Cases Get Put Through New Prism

Chicago Daily Law Bulletin | September 07, 2016

Chicago Labor & Employment partner Frank Seibert authored this column discussing a blockbuster decision by the United States Court of Appeals for the Seventh Circuit overruling two long-standing lines of its own precedent to clarify the evidentiary standards to be used in discrimination cases.

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