In a significant development, the litigation firm Moses & Singer LLP and its former partner have settled a lawsuit centered around allegations of pregnancy discrimination. This resolution came after the former partner claimed she was wrongfully terminated following her request for pregnancy-related accommodations.
Moses & Singer, Ex-Partner Settle Pregnancy Bias Suit: Settlement Reached: Details Remain Confidential
On Thursday, U.S. District Judge Mary Kay Vyskocil issued a dismissal order for the case, which was filed in the Southern District of New York. The order outlined that the lawsuit against Moses & Singer is discontinued without prejudice, highlighting that the court could reopen the case if the settlement is not finalized by June 2, 2024. As of now, the specifics of the settlement remain undisclosed.
Moses & Singer, Ex-Partner Settle Pregnancy Bias Suit: Background of the Case
The plaintiff, Megan Daneshrad, initiated the legal action in December, arguing that the firm’s environment was particularly hostile towards women and working mothers. Supporting her claims, Lori Douglass, another former partner at Moses & Singer, provided a declaration detailing alleged sex- and race-based discrimination within the firm. Douglass emphasized a pervasive pattern of discrimination, particularly noticeable when women returned from maternity leave.
Reactions and Representations
In response to these allegations, a spokesperson for Moses & Singer strongly denied the claims, expressing a readiness to contest the accusations as the legal process advanced. The case saw representation from notable law offices, with Daneshrad represented by Shane Seppinni and Zachary L. Rubin of Seppinni Law, while the defense for Moses & Singer was handled by Lisa M. Griffith and Vernee C. Pelage of Littler Mendelson PC.
Implications for Workplace Discrimination Law
This case sheds light on the ongoing issues of workplace discrimination, especially concerning pregnancy and maternity rights. The settlement, while confidential, indicates a move towards resolution without further court interventions. Legal experts suggest this could set a precedent for how similar cases are handled in the future, particularly in law firms and other high-pressure work environments.
