Our attorneys are leaders in the field of equal employment opportunity (EEO) law, continually tracking changes and developments that arise in employment law and conveying those implications to our clients. This includes close monitoring of U.S. Equal Employment Opportunity Commission (EEOC) public hearings, court filings, settlements, and court opinions. Our first priority is helping our clients comply with EEO laws and take precautionary measures to avoid litigation.

Our capabilities include:

  • Audit Existing Practices
  • Counsel on Employment-Related Issues
  • Disparate Impact Analysis
  • Policy Development
  • Policy Review
  • Training Programs

When litigation cannot be avoided, we have extensive experience representing clients in courts across the country in employment discrimination-related matters. We frequently represent employers before the EEOC and before state and local human rights commissions. We recognize that many employers prepare responses to administrative charges themselves as a cost-saving measure. Too often, however, those employers find that their responses are ineffective, and, in some cases, admit liability. Our team works closely with human resources personnel to prepare a response to the administrative charges in a cost-efficient manner. As a result, we are able to prepare responses that are concise, persuasive, and economical. We have a high success rate in obtaining "no reasonable cause" findings on behalf of our clients.

Our notable matters include:

  • Successfully defending an employer in Maryland state court in a jury trial of a religious discrimination case.
  • Winning a partial motion to dismiss and settling the remaining claims at a fraction of the initial demand in a discrimination suit filed in Pennsylvania federal court.
  • Obtaining summary judgment for an employer in a race discrimination and harassment case litigated in Virginia federal court.
  • Defending an employer and two company officers in D.C. Superior Court against claims of defamation, slander, infliction of emotional distress, and disability discrimination, obtaining a partial summary judgment that resulted in a favorable settlement without the need for trial.
  • Representing an employer in Virginia federal court in a sex discrimination case tried before a jury, resulting in a defense verdict on all counts.

 Contact Us

Todd A. Bromberg
202.719.7357 | tbromberg@wiley.law

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