We have obtained significant financial awards, either at trial or a confidential settlement, for many of our clients who work in administrative, sales, mid-level management, and hourly blue-collar jobs. We are not an assembly-line law firm, and we do not work on a volume basis. We take cases purely on contingency – no retainer is required. As such, before we agree to take a case, they are carefully vetted by our attorneys to ensure there are compelling liability facts and significant damages.
Listed below are some of the monetary awards obtained by our executive clients. Because the settlement of cases is typically confidential, we cannot disclose details of the individual cases. Either Mark Oberti or Ed Sullivan was the lead attorney in each case listed below. The monetary achievements listed are rounded numbers that show what the client actually received in the case and do not include attorneys’ fees and costs. These results are based on their unique facts, including the pay that each plaintiff earned while working for their employer and each case’s strength on the merits. Past results do not indicate that we can obtain similar results for you, and you should not rely on these cases to think or expect that you will obtain a similar amount of money.
to a public employee who claimed the school district she worked for violated the FMLA by firing her shortly after she returned from FMLA leave.
to an employee who claimed he was fired for refusing to perform an illegal act.
to an office worker claiming unpaid overtime.
to an office worker who claimed her boss made an unwanted pass at her.
to a sales manager who claimed age discrimination.
to a corporate trainer who claimed he was being discriminated against based on the fact that his wife had a serious disability.
for a warehouse manager who was fired shortly after requesting FMLA leave.
to a sales manager claiming she was terminated due to her sex.
to an office worker who was falsely accused of a terminable offense.