Employment Discrimination and Sexual Harassment Case Results
Hall & Lampros, LLP is an Atlanta employment law firm serving employees in Georgia and Tennessee. We have recovered more than $9.2 million for employees in sexual harassment and employment discrimination matters. That includes more than $6 million for sexual harassment and sexual assault claimants, among them a $1 million settlement, and $3,262,810 in 56 disability, age, race, pregnancy, religious and retaliation cases.
Please note: Past results do not guarantee a similar outcome in any future case. Every case is different and must be evaluated on its own facts. Amounts shown are gross settlements before attorney’s fees and expenses.
Of the 56 discrimination and retaliation results listed below, 36 were resolved before a lawsuit was filed, 16 in litigation and 4 through negotiated severance. They range from $4,500 to $180,000.
Sexual harassment and sexual assault
Because these settlements carry strict confidentiality terms, we do not list individual sexual harassment results.
Our sexual harassment clients have included corporate executives, IT specialists, nurses, police officers, clinical assistants, restaurant servers, bartenders and kitchen workers, retail workers, auto industry workers, warehouse workers, hotel managers, office managers and office assistants. Their claims have involved improper sexual comments, quid pro quo harassment, sexual assault and sexually hostile work environments. Learn more about our sexual harassment practice.
Discrimination results by type of claim
| Type of claim | Results | Recovered |
|---|---|---|
| Sexual harassment & sexual assault | Multiple | $6,000,000+ |
| Retaliation & whistleblower | 42 | $2,530,683 |
| Disability (ADA) | 36 | $1,946,789 |
| Race (Title VII / § 1981) | 13 | $911,811 |
| FMLA / medical leave | 12 | $712,114 |
| Age (ADEA) | 11 | $855,357 |
| Sex & equal pay | 5 | $227,000 |
| Pregnancy | 4 | $276,000 |
| Religion | 3 | $205,500 |
| National origin | 2 | $137,111 |
Many cases involve more than one type of claim, so a result can appear in more than one row.
Search our discrimination and retaliation results
$6,000,000+ in Confidential Settlements – Sexual Harassment & Sexual Assault
Reported in total only, to protect our clients’ privacy. Includes a $1 million settlement.
$180,000 Settlement in Litigation – Disability Discrimination (ADA)
A manufacturing quality team lead alleged that after he disclosed disabilities and requested medical leave, his employer retroactively terminated him as a supposed no-call/no-show even though he had been in contact with his supervisor and HR. He filed suit pro se, the firm then appeared, and the case settled during discovery.
$150,000 Settlement in Litigation – Race Discrimination
A Black production supervisor with nearly 14 years at a manufacturing plant alleged he was repeatedly denied promotion to production manager because of his race, at a plant that had never promoted a Black employee to management, and was fired months after complaining of discrimination. The federal lawsuit settled at private mediation and was dismissed with prejudice.
$135,000 Pre-Suit Settlement – Race Discrimination
A licensed practical nurse placed at a skilled nursing facility alleged race discrimination and retaliation, including retaliation for workplace-safety complaints to OSHA. Claims against the facility and two staffing agencies were resolved at a pre-suit mediation.
$125,000 Settlement in Litigation – Disability Discrimination (ADA)
An accounts-receivable manager who was temporarily wheelchair-bound after a serious leg injury was allowed to work from home as an accommodation, then was terminated when she could not report to the office on short notice despite her doctors’ restrictions. The firm sent a demand, filed an EEOC charge and an ADA lawsuit in federal court, and the case settled during litigation.
$115,000 Pre-Suit Settlement – Disability Discrimination (ADA)
A 17-year employee alleged that shortly after she disclosed a serious medical condition requiring surgery she was placed on a performance improvement plan and pushed out with a severance offer, and that the company retaliated after she raised being paid less than a male counterpart in the same role. The EEOC charge was resolved through a confidential separation agreement and the charge was withdrawn.
$115,000 Pre-Suit Settlement – Pregnancy Discrimination
A physician assistant at an integrated group of medical practices alleged she was terminated while on pre-delivery leave after the employer refused her pregnancy-related accommodation requests, and that she was also retaliated against for objecting to improper billing of her services under another provider's credentials. The matter resolved at private mediation before a lawsuit was filed, after an EEOC right-to-sue notice issued.
$103,950 Pre-Suit Settlement – Disability Discrimination (ADA)
A long-tenured technology-consulting executive alleged that after he developed a disability and took protected medical leave, he was removed from a major client project, replaced by a younger employee, and slated for separation for alleged poor performance. The age, disability, failure-to-accommodate and retaliation claims were resolved through a confidential pre-suit settlement while the EEOC charge was pending.
$100,000 Pre-Suit Settlement – Disability Discrimination (ADA)
Long-tenured certified medical assistant alleged she was fired one week after requesting medical leave for a scheduled surgery, and in retaliation for reporting workplace misconduct by a physician. The EEOC charge settled at a private pre-suit mediation.
$100,000 Settlement in Litigation – Disability Discrimination (ADA)
A 61-year-old newly hired senior drafter alleged he was terminated days after requesting a simple accommodation (relocation away from a ventilation draft) for a disability, and also because of his age. The case survived motions to dismiss, proceeded through depositions, and settled during discovery.
$98,500 Pre-Suit Settlement – Disability Discrimination (ADA)
A nurse who was assaulted by a traveling nurse at work took leave, was repeatedly required to undergo return-to-work evaluations, and was then terminated for alleged gross misconduct after being cleared to return; he alleged race and disability discrimination and retaliation. The charge settled through EEOC mediation before suit.
$98,000 Settlement in Litigation – Religious Discrimination
A Jewish sales and marketing director at a senior-living community objected to daily Christian prayers initiated by management at work and sought religious accommodation; he alleged discrimination and retaliation under Title VII, and the federal case settled at mediation and was dismissed with prejudice.
$91,000 Settlement in Litigation – Race Discrimination
A Black area manager at a distribution warehouse with over a decade of loss-prevention experience applied for more than twenty internal positions and was passed over in favor of less-qualified non-Black candidates; the federal race-discrimination/failure-to-promote suit settled at mediation and was dismissed with prejudice.
$87,110.67 Negotiated Severance – Age Discrimination (ADEA)
An IT director with 13 years of service was excluded from meetings and stripped of duties after filing an internal grievance about disparate treatment, then selected for a reduction in force that disproportionately affected workers over 40; counsel negotiated an enhanced severance pre-suit.
$85,000 Settlement in Litigation – Disability Discrimination (ADA)
A team lead was terminated while entitled to FMLA leave after seeking additional disability accommodations; she sued for FMLA interference and retaliation, ADA discrimination, failure to accommodate and retaliation, and ADEA age discrimination, and the case settled after depositions.
$78,000 Pre-Suit Settlement – Age Discrimination (ADEA)
A long-tenured, top-performing corporate partnership sales manager alleged he was repeatedly told he could be replaced by someone 'cheaper and younger,' was passed over for promotion in favor of a younger hire, and was then terminated. The EEOC charge settled through EEOC mediation with a separation agreement and release.
$75,000 Settlement in Litigation – Disability Discrimination (ADA)
A 64-year-old heavy equipment operator alleged that his employer misled him about the timing of a company transition while he was on FMLA leave for surgery, then failed to rehire or reinstate him because of his leave, disability, and age. The federal case settled during discovery.
$75,000 Negotiated Severance – Age Discrimination (ADEA)
A 60-year-old senior sales executive with above-quota performance was placed on a performance plan and terminated as not "adaptable," along with other older team members; counsel asserted ADEA age discrimination and negotiated an enhanced severance package pre-suit.
$72,000 Negotiated Severance – Disability Discrimination (ADA)
Senior operations leader alleged he was terminated after disclosing a disability and requesting a reasonable accommodation; the firm sent a demand letter and prepared an EEOC charge, and negotiated an enhanced separation agreement and release.
$71,200 Pre-Suit Settlement – Disability Discrimination (ADA)
A senior video producer alleged her employer denied disability accommodation requests tied to a return-to-office mandate, passed her over in favor of less-tenured white employees, and retaliated after she complained by locking her out and offering a lower-paid contractor role. The claims were resolved pre-suit through a negotiated separation agreement and release.
$71,000 Pre-Suit Settlement – Pregnancy Discrimination
A customer service representative alleged she was fired while on approved maternity leave after the company had already hired her replacement. The EEOC found reasonable cause to believe she was discharged because of her pregnancy, and the claim resolved through an EEOC conciliation agreement supplemented by a confidential settlement agreement.
$66,113.52 Pre-Suit Settlement – FMLA Leave
A senior director of enterprise strategy was terminated about three weeks after returning from FMLA leave taken to care for a seriously ill parent. After a demand letter, the employer agreed to a pre-suit general release with payment for lost wages, compensatory damages and attorney's fees.
$60,000 Pre-Suit Settlement – Disability Discrimination (ADA)
An operations services manager alleged he was fired, under the guise of a position elimination, days after appealing a partial denial of his disability accommodation request to work remotely, and after complaining of harassment by supervisors. Counsel rejected the initial severance offer and negotiated a pre-suit separation agreement with a general release.
$60,000 Pre-Suit Settlement – Age Discrimination (ADEA)
A 62-year-old vice president of sales alleged that senior executives subjected him to repeated ageist remarks and anti-Christian profanity, ignored his requests to stop, and fired him after six months under shifting 'performance' and 'no work' explanations. After an EEOC charge and demand letter, the claims settled pre-suit and the charge was withdrawn.
$57,000 Settlement in Litigation – Disability Discrimination (ADA)
A dispatcher took medical leave for a disability and, after his physician repeatedly submitted return-to-work documentation that his employer said it never received, was fired on pretextual grounds instead of being returned to work. His ADA discrimination, failure-to-accommodate and retaliation lawsuit settled after court-ordered mediation and was dismissed by stipulation.
$50,000 Settlement in Litigation – Disability Discrimination (ADA)
A remote call-center agent alleged her employer ignored her requests for disability accommodation and leave, wrongly told her she was ineligible for FMLA leave because she worked remotely, terminated her, and failed to pay overtime. The federal case was stayed for arbitration and settled during the arbitration.
$50,000 Settlement in Litigation – Disability Discrimination (ADA)
A CAD designer/operator in his late 50s alleged that while he was on medical leave his employer replaced him with substantially younger workers, reassigned him on return, failed to accommodate his disabilities, and then terminated him. After an EEOC charge and federal suit, the case settled through informal negotiations.
$50,000 Pre-Suit Settlement – Disability Discrimination (ADA)
A production supervisor who took approved medical leave after a serious health condition was told his position had been eliminated in a "restructuring" days after being cleared to return without restrictions, and was offered only lower-paying positions. The firm filed an EEOC charge and sent a demand asserting ADA and FMLA claims, and the matter settled while the charge was pending.
$50,000 Pre-Suit Settlement – Disability Discrimination (ADA)
A vice president of operations alleged his employer's owner subjected him to a hostile work environment because of his disability, race and national origin, demoted him with a pay cut after a written assessment, and then disciplined and fired him in retaliation for filing an EEOC charge. The matter resolved through EEOC mediation with a negotiated settlement and release before any lawsuit was filed.
$50,000 Settlement in Litigation – Disability Discrimination (ADA)
Medical scribe alleged that after she disclosed a pregnancy with severe pregnancy-related illness, her requests to work remotely or part-time and for brief leave were denied while non-pregnant scribes could work remotely, and she was terminated within weeks. The federal lawsuit settled and was dismissed with prejudice.
$50,000 Pre-Suit Settlement – Disability Discrimination (ADA)
An ultrasound technologist alleged her employer denied her requested disability accommodations and fired her the day after she returned from FMLA leave. The EEOC charge was resolved at private mediation before any lawsuit was filed.
$49,000 Pre-Suit Settlement – Race Discrimination
Manufacturing machine operator alleged race discrimination and retaliatory harassment after filing an EEOC charge, along with a related OSHA complaint; the claims were resolved pre-suit through a negotiated settlement and separation agreement.
$47,500 Pre-Suit Settlement – Race Discrimination
A pharmaceutical sales representative alleged that her regional director treated her less favorably because of her race, sex and her rejection of his religious remarks, and fired her two weeks after she complained of a hostile work environment despite top sales performance. The claims were resolved through a confidential negotiated pre-suit settlement that improved on the employer's initial severance offer.
$47,500 Settlement in Litigation – Race Discrimination
A Black production line supervisor complained repeatedly to HR about racially derogatory language and less favorable treatment of Black employees, was placed on a performance plan, and was terminated about three weeks after filing an EEOC charge; the federal race discrimination and retaliation suit settled at mediation.
$45,000 Settlement in Litigation – Race Discrimination
An executive assistant alleged he was denied promotion, harassed, and then suspended and terminated because of his race and sexual orientation and in retaliation for complaining of discrimination. After partial dismissal of the Title VII and state-law claims, the Section 1981 race and retaliation claims proceeded through discovery and settled at mediation.
$44,000 Pre-Suit Settlement – Disability Discrimination (ADA)
Coordinator who was injured in a workplace-related fall alleged her employer failed to accommodate her need to attend medical and therapy appointments, retaliated after she complained to HR, and fired her about three months after hire. The charge was resolved through EEOC mediation followed by a separate settlement agreement and release.
$40,000 Pre-Suit Settlement – Disability Discrimination (ADA)
A revenue-cycle scheduling representative alleged that her employer denied her requests for disability accommodations, including additional medical leave following childbirth, and then terminated her for failing to return from leave. The disability and pregnancy discrimination claims were resolved through EEOC mediation and a confidential pre-suit settlement and release.
$37,012 Pre-Suit Settlement – Disability Discrimination (ADA)
An audit manager alleged she was written up and then abruptly fired shortly after disclosing a serious medical condition and requesting time off for surgery and treatment. After an EEOC charge and rebuttal to the employer's position statement, the claims settled in exchange for withdrawal of the charge.
$35,769.23 Pre-Suit Settlement – Disability Discrimination (ADA)
Attorney at a law firm alleged she was terminated shortly after disclosing a disability to HR and initiating a short-term disability claim. After a demand letter enclosing a draft EEOC charge and rejecting the firm's initial severance offer, the claim settled pre-suit.
$35,000 Pre-Suit Settlement – Disability Discrimination (ADA)
Operations manager on approved FMLA leave was terminated when he attempted to return from leave, after requesting disability accommodations. The firm sent a demand asserting ADA and FMLA claims and negotiated an improved severance package before any charge or suit was filed.
$30,000 Pre-Suit Settlement – Sex Discrimination
Claimant education administrator asserted Title VII and FLSA unpaid-wage claims. The claims were resolved through a negotiated pre-suit settlement and full release while the charge was pending.
$30,000 Pre-Suit Settlement – Sex Discrimination
A logistics supervisor alleged that after she was cleared in an inventory investigation and complained to HR about a regional manager's harassment, she was harassed and then discharged, in violation of Title VII's sex discrimination and retaliation provisions. The charge settled at EEOC mediation, followed by a separate confidential settlement agreement and general release.
$30,000 Pre-Suit Settlement – Disability Discrimination (ADA)
An in-house legal counsel alleged he was terminated within days of disclosing a disability and requesting short-term disability leave as an accommodation, in violation of the ADA. After a private mediation, the EEOC charge was resolved through a confidential settlement and withdrawn.
$30,000 Pre-Suit Settlement – Disability Discrimination (ADA)
Logistics coordinator alleged she was denied remote work to care for a family member with a disability while a colleague of a different race was allowed to work remotely, and was fired after complaining; a demand letter added FLSA unpaid overtime claims for alleged misclassification as exempt. The EEOC charge and overtime claims resolved pre-suit through a negotiated settlement.
$26,296.55 Pre-Suit Settlement – Age Discrimination (ADEA)
A sales director alleged he was subjected to repeated ageist remarks by his supervisor, written up after complaining to HR, and then terminated. The firm rejected the company's severance offer, sent a demand with a signed EEOC charge ready to file, and negotiated an improved settlement before the charge was filed.
$25,000 Settlement in Litigation – Disability Discrimination (ADA)
An assistant site coordinator alleged she was terminated immediately after telling her employer she needed leave for mental-health treatment, asserting disability discrimination and retaliation under the ADAAA and Rehabilitation Act and FMLA claims. The case settled after suit was filed in federal court and was dismissed with prejudice.
$23,524.27 Pre-Suit Settlement – Disability Discrimination (ADA)
A job applicant for a supervision officer position received a conditional offer that was rescinded after a pre-employment physical revealed a disability, without an individualized examination; the EEOC found reasonable cause under the ADA and the charge was resolved through an EEOC conciliation agreement with monetary and injunctive relief.
$17,000 Pre-Suit Settlement – Disability Discrimination (ADA)
A remote technical support agent alleged her employer repeatedly denied her requests for a flexible schedule to attend ongoing medical appointments after returning from medical leave and then terminated her, in violation of the ADA; pay discrepancies were also raised. After the employee declined the company's severance offer, the EEOC charge settled at private mediation.
$15,000 Pre-Suit Settlement – Disability Discrimination (ADA)
An engagement director at a senior-living community developed disability-related symptoms after witnessing a traumatic incident at work, was then criticized, placed on a performance improvement plan and terminated, and alleged disability discrimination under the ADA. The EEOC charge was resolved through a confidential settlement after EEOC mediation scheduling.
$15,000 Pre-Suit Settlement – Disability Discrimination (ADA)
A desk clerk injured in a car accident requested time off and a modified schedule for medical appointments; the employer refused the accommodation and fired her about two months later for calling out. The EEOC charge was resolved with a monetary settlement and an offer of reinstatement, and the charge was withdrawn.
$13,333.34 Negotiated Severance – Disability Discrimination (ADA)
A veteran account supervisor with a service-connected disability alleged he was criticized for using wellness days to manage his condition and then terminated without prior written discipline. The firm responded to the company's severance offer with an ADA demand and negotiated an enhanced separation agreement and release before any charge was filed.
$12,500 Pre-Suit Settlement – Disability Discrimination (ADA)
Long-tenured marketing employee was terminated after requesting time off to complete a medically recommended outpatient treatment program for a disability; the firm's demand letter asserted ADA failure-to-accommodate and FMLA interference claims, and the matter resolved pre-suit in place of the employer's original severance offer.
$12,000 Pre-Suit Settlement – Disability Discrimination (ADA)
A senior compliance analyst alleged she was terminated the day before a medical appointment after requesting an extension of her medical leave for a new injury, in violation of the ADA. The charge settled through EEOC mediation.
$11,500 Pre-Suit Settlement – Disability Discrimination (ADA)
A security officer alleged his employer refused a temporary disability accommodation that had been allowed for other officers and later separated him, in violation of the ADA and FMLA. After the EEOC issued a right-to-sue notice, the claims were resolved in a confidential pre-suit settlement.
$10,000 Settlement in Litigation – Race Discrimination
Black delivery driver with eight years' tenure alleged a pattern of race-based disparate treatment, racial slurs, and segregated facilities, and that his supervisor physically assaulted him after he complained about conditions for Black employees. The federal Section 1981 suit and a related state-court assault/negligence action were resolved together in a global settlement.
$7,500 Pre-Suit Settlement – Disability Discrimination (ADA)
A sales employee alleged that after returning from approved medical leave he was singled out for a performance warning and improvement plan, as the only senior account manager written up, and was then terminated. The EEOC charge was resolved through a confidential settlement agreement.
$4,500 Pre-Suit Settlement – Sex Discrimination
Female security officer alleged a male coworker subjected her to sexist harassment and a hostile work environment and that management refused to separate their shifts after her complaints. The EEOC charge was resolved through a confidential settlement and withdrawal of the charge.
Discrimination and harassment questions, answered
What results has Hall & Lampros obtained in discrimination and retaliation cases?
This page lists 56 discrimination and retaliation results totaling $3,262,810, ranging from $4,500 to $180,000. 36 were resolved before a lawsuit was filed, 16 in litigation and 4 through negotiated severance. The most common claims were retaliation (42 results), disability (36), race (13), FMLA / medical leave (12) and age (11). Sexual harassment and sexual assault results are reported separately, in total: more than $6 million, including a $1 million settlement. Past results do not guarantee a similar outcome in any future case.
How long do I have to file a discrimination or harassment claim?
For most claims under Title VII, the ADA and the ADEA, you must file a charge with the EEOC within 180 days of the discriminatory act in Georgia, or within 300 days in states such as Tennessee that have their own fair employment agency. Some claims have longer deadlines: race discrimination claims under 42 U.S.C. § 1981 generally allow four years, and FMLA claims two years (three if willful). Because the EEOC deadline is short, talk to a lawyer as soon as possible.
Do I have to file an EEOC charge before I can sue?
For Title VII, ADA and ADEA claims, yes. You must file an EEOC charge first and, for Title VII and ADA claims, receive a right-to-sue notice. Race claims under Section 1981 and FMLA claims do not require an EEOC charge. Many of our results were resolved at the EEOC stage or before any charge was filed.
My employer offered me a severance agreement. Should I sign it?
Not before having a lawyer review it. A severance agreement usually asks you to give up all of your claims, and an employer’s first offer is not always final. If you were let go after requesting an accommodation, taking medical leave, complaining about discrimination or being replaced by a younger worker, you may have grounds to negotiate different terms. Hall & Lampros regularly reviews and negotiates severance agreements for employees.
What is a reasonable accommodation under the ADA?
A reasonable accommodation is a change to the job or work environment that lets a qualified employee with a disability do the job, such as a modified schedule, time off for treatment, remote work or moving a workstation. Employers must engage in an interactive process and may refuse only if the accommodation would cause undue hardship. Disability discrimination and failure-to-accommodate claims are the second most common type in our results (36 of the 56 results listed), after retaliation (42 of 56). Many results involve more than one type of claim.
Can my employer fire me for complaining about discrimination or harassment?
No. Federal law prohibits retaliation against employees who complain about discrimination or harassment, file an EEOC charge or take part in an investigation. A retaliation claim can succeed even if the underlying discrimination claim does not, and the timing between a complaint and a firing is often important evidence.
Why don't you list individual sexual harassment results?
Sexual harassment and assault settlements almost always include strict confidentiality terms, and our clients' privacy comes first. We report those results only in total. Hall & Lampros has recovered more than $6 million for sexual harassment and assault claimants, including a $1 million settlement, and every consultation is confidential.
Harassed, passed over, or fired after asking for an accommodation or medical leave? Talk to a Hall & Lampros employment lawyer. Consultations are free and confidential.
More: Sexual harassment · Disability discrimination · Age discrimination · Race discrimination · Gender discrimination · Religious discrimination · Retaliation · Severance agreements · Personal injury results
Past results do not guarantee a similar outcome in any future case. Each case is different and must be evaluated on its own facts. To protect our clients’ privacy, names, employers, locations and case numbers are not shown, and sexual harassment results are reported only in total.
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