Gupta v. NASA: Employee filed a discrimination complaint based upon his national origin, age and retaliatory conduct. The complaint alleges Mr. Gupta suffered discrimination in the form of a lower than expected performance evaluation and an unwarranted letter of reprimand. The day of the administrative hearing before the U.S. EEOC, JLG successfully negotiated a settlement on behalf of Mr. Gupta for undisclosed terms.

Goldring, et al. v. Quality Transfer & Storage, et al: The Johnson Law Group, L.L.C., in conjunction with the Washington Lawyer's Committee for Civil Rights and Urban Affairs and the international law firm of Covington & Burling, LLP, successfully negotiated a settlement agreement on behalf of twelve current and former employees of two affiliated Maryland-based moving companies. The employees alleged in their U.S. District Court complaint that the companies systematically denied them overtime wages, and subjected them to a racially hostile environment.  The attorney group also negotiated for substantial improvements in working conditions at the companies' facilities, including installation and repair of heaters and fans, improved safety training, and enhanced workplace safety measures.

According to JLG, “the successful outcome of the group litigation was largely in part to our alliance with two powerhouse legal organizations, Covington & Burling, LLP, and the Washington Lawyers Committee for Civil Rights and Urban Affairs.  JLG will continue to work in conjunction with larger prestigious law firms that share our commitment to excellence in client representation.”

West v. D.C. Department of Corrections: A former Correctional Officer with the D.C. Department of Corrections was exonerated after an administrative judge issued a decision on his behalf. Mr. West was removed from his post because of spurious allegations of inappropriate conduct, i.e., strip searching juveniles, who were visiting  the D.C. Detention Facility because of behavioral problems. The case reached both national and international media attention.   During the three day administrative hearing, Mr. West testified that he was following the procedures set out by the D.C. Department of Corrections when he was terminated. The Department of Corrections was ordered to reinstate Mr. West. Additionally, he was awarded monetary and equitable relief, including attorney fees.

Blackmon-Malloy, et al. v. U.S. Capitol Police Board:  The Law Firm of JLG is joined  in the case with Gebhardt and Associates, L.L.P. as co-counsel representative in a class action brought on behalf of 300 African American Capitol Police Officers.  The nine year old case enters the discovery and depositions’  phase of litigation and challenges the United States Capitol Police department's systematic discriminatory treatment of the officers.  Last year, the U.S. Court of Appeals for the District of Columbia Circuit reversed a lower court’s decision dismissing the lawsuit.

Plaintiff v. U.S. Department of Agriculture: The Law Firm of JLG vigorously and successfully represented federal employee in her administrative appeal before the U.S. Merit Systems Protection Board.  Plaintiff was terminated from the U.S. Department of Agriculture based upon an allegation of Conduct Unbecoming a Federal Employee.  During extensive pre-hearing discovery, several deficiencies were revealed in the government’s termination decision. Parties thereafter reached an amicable resolution as Plaintiff was reinstated and awarded full back pay.

Hart v. Department of Defense: The Law Firm of JLG achieved a settlement on behalf of an employee who filed a lawsuit against the U.S. Department of Defense for discrimination based on his interracial marriage and retaliation after filing an EEO complaint. The parties agreed to the settlement just days before the case was set for trial in the United States District Court for the Eastern District of Virginia (Alexandria Division). As part of the settlement, the employee received a long-awaited promotion and attorney fees.

Ferguson v. Sheriff, City of Richmond: The Johnson Law Group, L.L.C. initiated federal litigation on behalf of an African-American Deputy Sheriff who suffered racial and disability discrimination.   Mr. Ferguson further suffered termination of his 14 year career. After extensive discovery and litigation, the City of Richmond filed its motion asking the federal judge to dismiss the case. The motion was denied, and a settlement was subsequently achieved. The case is chronicled in a book authored by Kevin Ferguson, "Generosity or Justice."

Beland v. U.S. Department of Agriculture 2004 WL 3253703 D.D.C., 2004: The Johnson Law Group, L.L.C. successfully achieved a settlement on behalf of a white female employee in Atlanta, Georgia who filed a federal discrimination suit after she was denied a promotion based upon her race and gender.  The complaint alleged that a lesser qualified Hispanic employee was selected, notwithstanding white female employee's qualifications. The judge denied the U.S. Department of Agriculture's Summary Judgment motion to dismiss the complaint.

Bigham v. City of Albuquerque: JLG was retained to represent an African-American who filed discrimination charges after he was denied a managerial promotion to a lesser-qualified white employee.  Mr. Bingham’s qualifications far exceeded those of the white employee, whose resume contained fraudulent information.  The case swiftly entered into settlement negotiations and a settlement was subsequently reached by the parties.

Turner v. Shiawassee County Road Commission: JLG successfully negotiated a settlement on behalf of a female employee who brought a gender discrimination claim in the U.S. District Court for the Eastern District of Michigan after she was treated differently than similarly-situated roadside male employees. Some of the discriminatory conduct included requiring the female employee to report her restroom breaks to management.

Hopewell v. Attick: African-American man was forced to quit his job due to intimidation and a racially hostile work environment.  Mr. Hopewell’s co-worker and supervisor presented him an effigy of a black man being hanged by a noose and a drawing depicting a cross-burning. The matter proceeded to settlement resolution after litigation was initiated in the U.S. District Court for the District of Maryland.