Frequently called upon to handle sensitive and high-profile discrimination matters, Akin Gump Strauss Hauer & Feld LLP’s employment discrimination and civil rights attorneys have extensive trial and appellate experience in the litigation of employment claims against employers of all sizes. They regularly defend employee discrimination charges brought by the EEOC and other federal and state anti-discrimination agencies. These experiences include routine single plaintiff cases alleging discrimination or retaliation, as well as prominent cases on a wide range of employment issues.
Our EEO attorneys specialize in class litigation across the full spectrum of discrimination claims, including the gamut of laws under Title VII as well as discrimination allegations related to age, national origin, pay and screening procedures. They are also dedicated both to defending EEOC “pattern or practice” cases as well as to handling major EEOC investigations. We have never allowed a client to suffer an adverse class judgment in an EEO case. In the vast majority of cases, our attorneys have been successful in defeating class certification, and, in one of the few EEO cases nationwide where a class was certified and the case went to trial (Paige, et al. v. California Highway Patrol), we obtained a defense verdict following an eight-week jury trial of race and national origin discrimination claims.
EEO Charges and Investigations
The firm frequently is retained by major national corporations to handle their EEOC charge investigations and defense. We have acted as counsel in connection with individual charges and as coordinating or regional counsel for all EEOC charges filed against major companies. We appear as counsel at mediations, conduct fact investigations, prepare charge responses and represent our clients in on-site investigations conducted by the EEOC or state and local fair employment practices agencies.
Relying on our vast experience with, and adverse to, the EEOC, we are frequently called upon to represent clients who are being investigated by that agency for alleged systemic discrimination. Often, we are brought in to replace, or occasionally assist, the law firm that initially handled the matter.
Typically, our work in cases involving the EEOC brings a quiet resolution. However, in a case where such a resolution was not possible, our work on the client’s behalf in a gender discrimination class action achieved what The Washington Post characterized as “the EEOC’s greatest defeat.”