Rockville, MD – At 6:15PM on September 26, 2011, the Circuit Court for Montgomery County, Maryland entered a $650,000 verdict after a six day trial for The Employment Law Group® law firm client Donna Jackson in the retaliation/wrongful termination lawsuit she filed under Maryland law against her former employer, Edgewood Management Corporation of Germantown, Maryland.
Ms. Jackson worked at Edgewood for 31 years as the community manager at the Glenview Garden apartment complex in Glen Burnie, Maryland. Ms. Jackson’s employment with Edgewood was remarkable because she had superlative annual reviews and absolutely no discipline. However, Edgewood then disciplined Ms. Jackson twice in the last two months of her employment after she reported an employee’s gender discrimination complaint to her second-line supervisor. After Ms. Jackson asked Edgewood to reconsider the first discipline, it responded by disciplining her for a second time and by transferring her to two separate jobs over 40 miles away and by reducing her compensation by 10%. Edgewood’s management sent emails betting that this would make her resign even though the supervisor requesting the discipline had just given her a performance bonus only a few days before she reported the employee’s gender discrimination complaint about the supervisor.
Jackson’s Attorney Nicholas Woodfield with D.C.-based The Employment Law Group® law firm (TELG) responded to the verdict saying, “This sends a message to employers that they have to take discrimination complaints seriously and that juries will not tolerate an employer’s retaliation for an employee’s good faith effort to report discrimination.”
This ruling is one of the first trials to be decided after a March decision by the U.S. Supreme Court in the Staub v. Proctor Hospital case, holding that employers will be held liable for the retaliation of company officers who unknowingly retaliate against an employee based on a subordinate’s discriminatory animus.
“With the economy still at a downturn in the U.S., employers think they may have more latitude to operate their businesses and wrongly believe the courts may turn a blind eye to discrimination and not support whistleblowers,” said Scott Oswald, TELG attorney. “But the jury’s verdict in the Jackson v. Edgewood case proves that theory to be dead wrong, as jurors believe employers should be held accountable for violating the law regardless of the state of the economy.”
Below are links to the biographies of the attorneys who represented Ms. Jackson.
- TELG Attorney Interviewed by WUSA9 Regarding Workplace Discrimination based on Attractiveness (workplacediscriminationblog.com)
- TELG Principal David Scher Quoted by Forbes (workplacediscriminationblog.com)
- TELG Attorney David Scher Quoted in Washington Post Regarding Employees on Facebook (workplacediscriminationblog.com)