The Law Offices of Laurie J. WassermanThe Law Offices of Laurie J. Wasserman
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Case Histories

Case Histories

The cases cited below are intended to provide the reader with examples of cases the Law Offices of Laurie J. Wasserman have previously litigated and/or negotiated successfully. This list is continually changing and is not intended as a complete list of services this office provides.

Pollak v. The University of Illinois

Raymond Pollak, M.D. filed both qui tam (whistleblower) and individual claims against the University of Illinois under the U.S. False Claims Act and the Illinois Whistleblower Recovery and Protection Act. The United States and the State of Illinois intervened in the qui tam action and settled the claim against the University of Illinois for more than $2 million. After further litigation, Dr. Pollak and the University of Illinois settled Dr. Pollak's claims of retaliation and defamation in a manner satisfactory to all parties without agreement as to liability.
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EEOC v. International Profit Associates Inc. ("IPA")

The Equal Employment Opportunity Commission ("EEOC") filed this sexual harassment case in federal court as a result of an investigation triggered by a charge of sexual harassment filed by Ms. Wasserman's client, a former employee (the "Intervenor"). Judge Joan Gottschall found that IPA had engaged in a pattern or practice of discrimination. In March 2011 she entered a consent decree which provided for payments of $8 million to the 82 women, including Ms. Wasserman’s client, who were victims of the harassment.
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Wrongful Termination

Our office filed a 10-count lawsuit claiming that Defendant violated this long-term employee's rights, including under the ADA, when our client was terminated. Defendant's attempt to remove this lawsuit from federal court to mandatory arbitration and was successfully defeated. The case later settled in private mediation with favorable terms for our client.
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Wrongful Termination

Our client claimed that she was required to perform political work as a condition of her employment with Defendant. She was fired for refusing to do work for a political party during business hours. Our office filed a federal complaint for violations of the First and Fourteenth Amendments by requiring her to perform political work. This matter was settled to the satisfaction of all parties.
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Whistleblower/Retaliation

As an Administrative Services Manager of a Park District, our client blew the whistle on alleged financial improprieties at the District, and was then terminated in retaliation for her whistleblowing. Our office filed a federal complaint for violations of the First Amendment by terminating our client's employment with the District. The matter was settled to the satisfaction of all parties.
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ADA Discrimination

Our client, diagnosed with severe coronary artery disease, was terminated shortly after she returned to work for Defendant from a medical leave of absence. Our office filed a federal lawsuit on her behalf under the Americans with Disabilities Act (ADA). Despite an extremely unfavorable ruling by the U.S. Supreme Court in a similar case a few days earlier as to who is covered by the ADA, our office was able to defeat a motion for summary judgment by showing that Defendant perceived her as being disabled. The matter was settled to the satisfaction of all parties.
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Tabora v. Gottlieb Memorial Hospital et al. (National Origin Discrimination)

Dr. Tabora was an anesthesiologist on the staff of Gottlieb Hospital in Chicago for 17 years. When his staff privileges were revoked, he sued, alleging that the reason for the revocation was discrimination against him on the basis of race (Asian) and national origin (Filipino). After trial in Federal Court, the court ruled that Gottlieb Memorial Hospital intentionally discriminated against Dr. Tabora because of his race and national origin and awarded him damages.
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Cook v. Centel (IHRC)

Cook was hired as a Service Assistant, and after years on the job, became one of the first African American employees to achieve enough seniority that, per union contract, he was promoted to the highly desirable job of Apprentice Combinationperson. Approximately one month later he was demoted by a supervisor who justified the demotion by stating that Cook was color blind. There were no industry standards concerning color blindness. After a Public Hearing of law and fact at the Illinois Human Rights Commission alleging race discrimination, the Administrative Law Judge ruled in favor of Cook on more than fifty issues. The Client was reinstated to the Apprentice Combinationperson position with his seniority restored and received additional compensation based, in part, on what he would have earned had he not been illegally discriminated against.
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Sexual Harassment Filed at the Illinois Human Rights Commission

Our office filed a claim of sexual harassment with the Illinois Human Rights Commission on behalf of our client who claimed she was sexually harassed by one of her supervisors. Before a Public Hearing was to be held, the matter settled in a manner satisfactory to parties without agreement as to liability.
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Sex Discrimination

After a favorable finding by the U.S. EEOC, our office filed a Complaint of sex discrimination and retaliation in federal court. Our client complained that she was discriminated against because of her sex in that Defendant subjected her to offensive remarks, and further that Defendant had violated Title VII by terminating her in retaliation for her complaints of sex discrimination. The matter settled before trial in a manner satisfactory to all parties.
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Breach of Contract

Our office filed a Complaint for breach of employment contract in the Circuit Court of Cook County on behalf of our client who alleged that she was terminated without cause in violation of her employment contract. The matter settled on the eve of trial in a manner satisfactory to all parties without agreement as to liability.
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Sexual Harassment/Retaliation, Cross-Claims

Our client, an Account Executive with a transportation and logistics company operating throughout North America, complained of sexual harassment by her supervisors. She was retaliated against by having her telephone, voicemail, and e-mail cut off, thereby rendering her unable to perform her job. She filed a retaliation claim with the EEOC. The company then filed suit against her in federal court alleging that she breached her contract with the company and misappropriated the company's trade secrets when she accepted another job in the industry. Client then filed a counter-claim in federal court claiming willful retaliation. The matters settled before trial in a manner satisfactory to all parties.
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National Origin Discrimination - Defense

Our client, a major retailer, fired a Hispanic truck driver after he was stopped by the police who accused him of selling the Client's merchandise off his truck. He brought suit in federal court claiming that he had been discriminated against based on his national origin. The matter settled before trial in a manner satisfactory to all parties without agreement as to liability.
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Breach of Contract - Defense

Our client fired an employee who had a written contract which had no provision for termination for cause prior to the expiration of the contract. Employee brought suit in the Circuit Court of Cook County. The matter settled before trial in a manner satisfactory to all parties without agreement as to liability.
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ADA

Our office brought suit on behalf of our client's deceased spouse who had filed an EEOC Charge claiming failure to accommodate and discrimination based on his disability, cancer. After we filed suit in federal court, the matter was mediated with the assistance of a private mediator in a manner satisfactory to all parties without agreement as to liability.
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