The employer’s belief in the preferred reason for the adverse employment action must have been both honest and reasonable. “[T]he factfinder is tasked with evaluating the reasonableness of the decision-maker’s belief because honesty and reasonableness are linked: a belief may be so unreasonable that a factfinder could suspect it was not honestly held.” Brady v. Office of Sergeant at Arms, 520 F.3d 490 (D.C. Cir. 2008).
Top-Rated Discrimination Lawyers
Hiring a proven and effective advocate is critical to obtaining the maximum recovery in a discrimination case. Eric Bachman, Chair of the Firm’s Discrimination Practice, has substantial experience litigating precedent-setting individual and class action discrimination cases.
Eric’s wins include a $100 million settlement in a disparate impact Title VII class action and a $16 million class action settlement against a major grocery chain. And his experience as a public defender enables him to feel at home in any courtroom and communicate effectively with the jury.
Having served as Special Litigation Counsel in the Civil Rights Division of the Department of Justice and as lead or co-counsel in numerous jury trials, Bachman is trial-tested and ready to fight for you to obtain the relief that you deserve. As editor of the Glass Ceiling Discrimination blog, Bachman writes frequently on topics related to promotion discrimination, harassment, and other employment discrimination issues.
U.S. News and Best Lawyers® have named Zuckerman Law a Tier 1 firm in Litigation – Labor and Employment in the Washington DC metropolitan area. Contact us today at (202) 769-1681 to find out how we can help you.
