Jones Day, a BigLaw firm, thinks gender discrimination plaintiffs should be forced to come forward and reveal themselves to the public. Following last year’s lawsuit filed by a former partner, Wendy Moore, alleging gender discrimination in pay at the firm, a new lawsuit was filed against the firm by six former associates. The new lawsuit also goes after the firm’s compensation system, but also makes claims in connection to the firm’s alleged “fraternity culture.”
The six former associates include two named plaintiffs (Nilab Rahyar Tolton and Andrea Mazingo) and four anonymous. The anonymous plaintiffs were permitted to use pseudonyms by U.S. District Court for the District of Columbia Chief Judge Beryl Howell. Now the Defendant in the case, Jones Day, is objecting to the anonymity of four of the plaintiffs.
The law firm argues that the court’s approval of the use of pseudonyms impugns Jones Day’s reputation by implying that they would retaliate against the anonymous plaintiffs involved in the suit if their identities were made known. They also argued that the pseudonyms prevent the public from thoroughly evaluating the plaintiffs’ allegations and credibility. Jones Day also brought up various problems connected to the case and the anonymity of the plaintiffs. The Defendant cited plaintiffs’ public relations strategy surrounding the lawsuit that made the anonymity particularly inappropriate. They also mentioned that the firm was not served with the official complaint, but the plaintiffs offered the document to the media before filing. The firm also brought up that the two named plaintiffs had already spoken to the press about their reasons for filing. Jones Day argued that for all the reasons mentioned, anonymity was unfair and prevented the firm and the public from determining the credibility of the plaintiffs and their claims.
As support for their arguments against anonymity in the case, Jones Day pointed to another BigLaw gender discrimination case brought against Morrison & Foerster. Jane Doe plaintiffs also filed the pregnancy discrimination case. In that case, the judge has already made comments that the plaintiffs cannot remain anonymous forever and stated that the plaintiffs in BigLaw gender discrimination cases were in the same position as plaintiffs in an employment litigation case.
If you need to talk to an experienced California employment law attorney about gender discrimination, pregnancy discrimination or any other form of discrimination in the workplace, please get in touch with Blumenthal Nordrehaug Bhowmik De Blouw LLP as soon as possible. We can help you determine your next step in protecting your rights and seeking compensation for damages.