Reaves Law’s Defense Falls Flat
Reaves Law Firm mounted a defense that Mosby’s firing had nothing to do with her pay equity concerns. They argued she failed to complete a required transition document and skipped a Saturday work shift. But U.S. District Judge Samuel H. Mays Jr. wasn’t buying it. In an April 15 ruling denying summary judgment, he found Mosby had reasonable grounds to believe pay inequities existed—particularly since her information came from a female attorney’s direct supervisor.
Judge Mays concluded it was up to a jury to decide whether the firm’s reasons for firing Mosby were just pretexts for retaliation. The jury sided squarely with Mosby.
Legal Fallout and Next Steps
While Reaves Law Firm has yet to comment on the outcome, the verdict sets a striking precedent for HR professionals navigating internal pay equity concerns. The decision also chips away at the assumption that brief tenures mean limited liability—Mosby was at the firm just one month before being ousted.
Mosby was represented by William B. Ryan and Janelle C. Osowski of Donati Law PLLC, while Reaves Law turned to Baker Donelson Bearman Caldwell & Berkowitz PC for defense.
With millions on the line and reputations in the balance, this case adds fuel to the national conversation around gender equity and workplace retaliation—and reminds employers that the cost of silence can come with a jaw-dropping price tag.
