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Civil Rights Act of 1964
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Construction Employees Accuse Contractor of Racial Bias in Firings

Three Black former employees at a bridge construction company have appealed the verdict in their discrimination suit to the Eleventh Circuit, claiming their employer paid them less that white coworkers, unfairly held them to higher standards and subsequently fired them. Case background The former employees worked at Morris-Shea Bridge Co., a bridge construction company. They Read More

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Signet Jewelers Settles Gender Bias Litigation for $175 Million

Signet Jewelers, responsible for brands like Sterling Jewerlers, Kay Jewelers and Jared, has settled gender bias litigation representing 68,000 female employees. The female employees alleged that Signet Jewelers promoted women less often, and paid them less than men. Case background While Signet and Sterling denied wrongdoing, the cases settled before the company’s classwide September 5 Read More

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Understanding Internal Complaints in Sexual Harassment Cases

Workers are protected against sexual harassment by Title VII of the Civil Rights Act of 1964. In sexual harassment cases, cases often hinge on whether an employer has an affirmative defense. Sometimes, employers will argue that the plaintiff never reported the claim or followed company sexual harassment procedures. Here’s what you should know about reporting Read More

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EEOC Files Lawsuit Against Hawthorn Suites, Alleging Sexual Harassment and Retaliation

The U.S. Equal Employment Opportunity Commission (EEOC) recently filed a lawsuit against the owner of a Hawthorn Suites by Wyndham, a hotel near the airport in Kent, Washington. The lawsuit alleges the owner of the hotel violated federal law by allowing a manager to sexually harass a pair of housekeepers and retaliate against one who Read More

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EEOC: Frito-Lay Illegally Fired Worker Based on Their Religion

The U.S. Equal Employment Opportunity Commission (EEOC) recently filed a lawsuit against Frito-Lay, Inc., the PepsiCo subsidiary based in Texas, on the basis of illegal discrimination. EEOC claimed the company violated federal law after firing a recently promoted sales representative because of his inability to perform training on Saturdays, due to his religious beliefs as Read More

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O’Reilly Auto Sued by EEOC Over Sexual Harassment, Retaliation Incidents

The U.S. Equal Employment Opportunity Commission (EEOC) recently filed a lawsuit against O’Reilly Automotive Stores, Inc. (DBA O’Reilly Auto Parts), alleging the company routinely subjected female employees at a store in Orlando to sexual harassment and that it retaliated against one of the employees who spoke up, forcing her to quit. The lawsuit alleges a Read More

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In his new book, "Standing Up to China: How a Whistleblower Risked Everything for His Country," former client & Author, Ashley Yablon, quotes Attorney Steve Kardell about Whistelblower Law.
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  • "Steve Kardell was terrific in representing me in some very adversarial discussions with Citigroup and also later represented me in my testimony before the Financial Crisis Inquiry Commission."  -Richard Bowen, Citigroup Whistleblower

  • "Incredible knowledge of employee related concerns and equally brilliant knowledge of health care regulations, standards of practice. I would recommend this firm to anyone."  -V.B.

  • "Reaching out to Steve Kardell was the best decision I made. His ability to provide immediate insight and direction was very powerful, and a huge relief during a very stressful time period. For anyone struggling with a whistleblower situation, I would highly recommend at least speaking with Steve. After a 10 minute call with him, I had a better understanding of what I was dealing with. Even better, he gave me some immediate hope. In the end Steve did a better job than I thought was possible. Steve was able to get in contact with people in my organization, that I didn’t have access to. Because of his years of experience, he already has contacts in many organizations in Dallas. The entire situation was handled peacefully. I was impressed by his ability to “keep the peace”–rather than creating a battle with the organization. The reason I didn’t reach out to a lawyer initially, was because I thought it would mean an immediate end to any hope of a positive relationship with the company. Steve was able to address my concerns, and in the end I was able to continue to work for them."  -KS

  • "Never thought my career would end like it did after 30 years of service. I was part of the first round of the so called reduction of force. I asked myself how can I be part of this with 30 years of seniority. How did they pick these 90 plus employees? Now, the culture of this organization made you question every decision they made. It wasn’t what you knew it’s was a culture of who you know. Nonetheless, I did not accept their severance package. I immediately starting looking for an attorney who would take on my case. After the initial call to Steve I had hope again. He was open and honest about everything and reassured me he would do his best for me, and he did. I had an awesome outcome. Thanks Steve you’re the best."  -S.S.