The firm’s client was sued in 2014 by a former employee who quit his job, but claimed that he was constructively discharged for engaging in whistleblowing activities and in retaliation for taking leave under the Family Medical Leave Act.
The employer acknowledged that the former employee was a whistle-blower and that he took FMLA leave, but denied that it retaliated against the employee or caused him to quit.
At trial, the former employee was seeking $540,000 in economic damages in addition to non-economic damages for emotional distress and reimbursement of all attorney fees.