Beth G. Joffe

EEOC v. United Airlines*: Represented airline employer in Title VII sexual harassment and race discrimination case, as well as two separate ADA discrimination/failure to accommodate cases; resolved cases by negotiating favorable consent decrees.

EEOC v. OSI and OSI Collection Services, Inc.*: Won summary judgment for employer in multi-plaintiff, multi-claim Title VII pattern and practice retaliation dispute.

EEOC v. Carl Buddig & Co.*: Won motion to exclude class of claimants (405 people) based on EEOC's discovery tactics, and thereafter negotiated much more favorable resolution to the case.

Steadman v. Urban Retail Properties Co.*: Won summary judgment for employer on Title VII religious discrimination lawsuit and successfully defended decision on appeal.

In re: Private Arbitration for Large Investment Banking Organization*: Private arbitration matter (NASD Arbitration). Obtained favorable decision for employer in dispute filed by former vice president, alleging contract and quasi-contract claims seeking incentive bonus payments.

Petty v. Michigan Automotive Compressor, Inc.*: Won summary judgment for employer on Title VII and state law claims of race discrimination, race harassment and retaliation.

O'Connor v. Temple Inland, Inc.*: Won summary judgment for employer in complex Title VII sexual harassment, sex discrimination and retaliation case.

Maney, et al. v. Southwest Desert Restaurants, Inc., et al.*: Won full defense verdict for employer in a multi-plaintiff, multi-defendant case involving harassment and tort claims; successfully defended decision on appeal.

Kyles, et al. v. J.K. Guardian*: Won full defense verdict for employer on first employment testers case to go to trial, alleging multiple claims of racially discriminatory hiring in violation of Title VII.

McPherson v. City of Waukegan*: Won summary judgment for employer on claims of sexual harassment, assault and battery; successfully defended decision on appeal.

* Denotes experience at a previous firm

The scope of Beth's advisory work includes:

• Compliance with local, state, and federal leave laws;
• Workplace accommodation issues;
• Hiring and termination issues, and performance management;
• Workforce restructuring/reorganization;
• Non-compete, confidentiality, and other employment agreements;
• Wage and hour compliance;
• HR policy design, review, and implementation;
• Workplace complaints and investigations; and
• Due diligence in employment aspects of mergers and acquisitions.