Florida Employment Lawyer BLOG

Breaking: SCOTUS Clarifies the Test for Awarding Fees when a Party is Partially Successful

June 8th, 2011

baby fox.jpgFor years federal courts have wrestled with how to handle an award of attorneys’ fees when a party is only partially successful. For example, if you file an age discrimination claim under the ADEA and a sex discrimination claim under Title VII, how does the trial court award fees if you prevail on only one of the two claims? Some courts would award all of your attorneys’ fees without discounting for the fact that you did not prevail on a specific claim. Other courts would cut the attorneys’ fees in half because you only prevailed on half of the lawsuit. Still other courts would arbitrarily reduce the attorneys’ fees by an amount fair to the losing party by virtue of the fact that it may have prevailed on some of the claims. (This third approach is completely arbitrary and gives trial judges virtually unlimited discretion to award the amount of fees it deems reasonable. Thankfully, this approach to awarding fees was expressly rejected by the Supreme Court in 2009 in Purdue v. Kenny A).
This week the Supreme Court created a bright line rule that limited attorneys’ fees to fees incurred solely to defending a frivolous claim. In Fox v. Vice, a unanimous court held that a party who is awarded attorneys’ fees because part but not all of a lawsuit is deemed frivolous is entitled only to those fees incurred uniquely to the frivolous claims. For example, if a deposition was taken in support of both frivolous and non-frivolous claims, attorneys’ fees for the deposition cannot be awarded. Only attorneys’ fees uniquely attributable to defending against the frivolous claim are compensable.
This ruling is important for two reasons:
First – it significantly limits the amount of attorneys’ fees that can be awarded to a defendant who successfully files a motion for sanctions under Rule 11 or Section 1927. A large fee award to a defendant would only be justified if an entire lawsuit is deemed frivolous.
Second – it provides guidance, indirectly, to district judges who award prevailing plaintiffs’ their attorneys’ fees when their claims are only partially successful. In the context of a civil rights claim, a prisoner who files a section 1983 claim for excessive force and a section 1983 claim for an illegal search should be entitled to 100% of the lodestar even if he only wins on the excessive force claim. All of the depositions, discovery and motion practice would be identical and indivisible notwithstanding the two claims. This is critical because district court judges routinely order blanket deductions (15%, 50%, 75%) off the prevailing attorneys’ lodestar. As a result of giving district court judges so much discretion, competent plaintiffs’ attorneys are refusing to take meritorious claims out of fear (and it is fear) of not being properly compensated. Civil rights and constitutional claims are treated as private attorney general statutes, and accordingly, plaintiffs’ attorneys who take these extraordinarily difficult cases on a contingency basis should be fully compensated for their work.
The decision is here.

Animal Hospital Pays $101,000 to Settle Gender Discrimination Lawsuit

June 7th, 2011

vet.jpgEast Hawaii Veterinary Center, LLC, a veterinary clinic in Hilo on the Big Island of Hawaii, will pay $101,000 and furnish other relief to settle a federal sexual and gender-based harassment lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the agency announced today.
According to the EEOC’s suit, a co-owner of the clinic regularly subjected female employees – who ranged from receptionists to a veterinarian – to harassing conduct since at least 2005. On a near-daily basis, the co-owner insulted female staff by making unwelcome sexual remarks, as well as disparaging and hostile comments about women. In its lawsuit, the EEOC charged that the clinic failed to exercise reasonable care to prevent and correct the unlawful harassing behavior. The EEOC also contended that the offending co-owner fired at least three of the women and forced others to quit.
Such alleged conduct violates Title VII of the Civil Rights Act of 1964. The EEOC originally filed its lawsuit in September 2010 in U.S. District Court, District of Hawaii (EEOC v. East Hawaii Veterinary Center, LLC, Case No. CV 10-00559-DAE-LEK) after first attempting to reach a pre-litigation settlement through its conciliation process.
Aside from the monetary relief, the parties entered into a two-and-a-half-year consent decree in which East Hawaii Veterinary Center agreed to revise its existing policies and complaint procedures to address sexual harassment, discrimination and retaliation; hire an equal employment opportunity (EEO) consultant to assist with compliance; train all staff on their rights and responsibilities under EEO laws with an emphasis on sexual harassment; provide additional training to company owners, managers, supervisors and lead employees on how to appropriately address discrimination; and allow the EEOC to monitor compliance and review the handling of internal complaints.
“We commend the clinic for taking the issues raised in the EEOC’s complaint seriously and taking proactive measures in the early stages of this litigation to implement preventive measures at its workplace,” said Anna Y. Park, regional attorney for the EEOC’s Los Angeles District Office, which includes Hawaii in its jurisdiction. “A work environment that is free of harassment ensures a more productive and vibrant workplace for all.”
Timothy Riera, director of the EEOC’s Honolulu Local Office, added, “Sexual harassment and gender discrimination remain problems in Hawaii, and it is important to remember the debilitating effects that such misconduct can have on a work environment. Employers that do not have effective anti-harassment policies and fail to take immediate action send a message that such behavior is tolerated, giving license for the abuse to continue and worsen over time.”
Open since 2003, the East Hawaii Veterinary Center is a locally owned and operated clinic which provides medical and emergency services for small, avian and exotic animals on the Big Island of Hawaii, according to the company’s website.

KPMG Biased Against Women?

June 7th, 2011

Sarelson Law Firm, P.A. is accepting clients who work or have worked for accounting giant KPMG and who believe they were discriminated against because they were female. The accounting firm is accused of creating of male dominated culture where women are not promoted due to gender stereotypes.
If you or someone you know worked for KPMG and was discriminated against because of that person’s gender, feel free to contact our Firm today.