At Jackson Spencer Law, we’re proud of the results we have achieved on behalf of our clients. Below is a sampling of matters we have successfully resolved:

No Guarantee of Results

These descriptions are intended only to provide information about the activities and experience of our attorneys and are not intended to be a guarantee or assurance of future success in any matter. Each matter described was dependent upon unique facts and circumstances, which are not fully detailed on this website, and should not be relied on to predict the results of any current or future matter.

The outcome of every matter is unique and subject to multiple factors, including but not limited to, the applicable law, the skill and experience of opposing counsel, the specific facts and circumstances involved, and access to witnesses and evidence.

The settlement numbers listed represent the total amounts that our clients received and do not include attorneys’ fees and legal expenses, which can vary from case to case.

Gender Discrimination and Sexual Harassment

• Female client terminated while on approved FMLA leave to be with her newly adopted child. Client received $218,099.31 settlement.

• Male client was passed over for a promotion and harassed by his female boss based on his religion and sexual orientation. Client received $62,000 settlement.

• Client terminated after supporting the investigation of sexual harassment by CEO. Client received $195,000 settlement.

• Client accused boss of sexual harassment over many years. Client received $359,199 settlement.

• Female client passed over for promotion despite being more qualified than male who was promoted. Client received $66,000 settlement.

• Female Senior Director terminated after 5 months of employment on the purported grounds of job elimination. Client received $240,760 settlement.

• Female employee was sexually harassed by boss. Client received $82,000 settlement.

• Female Vice President terminated for purported performance reasons after sterling three-decade tenure. Client received $147,124 settlement.

• Male Vice President replaced by less experienced female on grounds of “going in a different direction.” Client received $59,918 settlement.

Age Discrimination

• 65-year-old client was forced to seek an early retirement after his employer’s numerous attempts to force him out. Client received $164,515 settlement.

• 60-year-old Quality Control Manager was informed her position was “eliminated,” while in the months before her termination her job duties were methodically distributed to three younger, and inexperienced persons. Client got $60, 619 settlement.

• 61-year-old client was underpaid throughout her tenure, and forced to work in a hostile, discriminatory environment up until her termination. Her employment record was devoid of any performance problems. Client received $109, 676 settlement.

• 65-year-old client was railroaded out of his long-term employment after inquiring about disparate treatment. Client received $60,000 settlement.

• 67-year-old client was terminated based on false statements and replaced by a younger, inexperienced person. Client received $62,461 settlement.

• 66-year-old superintendent terminated after having a minor stroke, despite being cleared to return to work. Client received $50,000 settlement.

• 55-year-old Vice President terminated after company closed her office and would not let her step down to lesser position. Client received $171,388 settlement.

• 54-year-old client was asked to “resign” to qualify for upcoming voluntary layoff severance package. Client received $73,586 settlement.

• 59-year-old client was subjected to age discrimination and terminated despite a 10-year successful career in sales. Client received $43,601 settlement.

• 67-year-old general manager was informed his position was “eliminated because of restructuring.” Client received $167,815 settlement.

• 45-year-old senior director terminated purportedly to “go another way.” Client received $102,127 settlement.

• 56-year-old was given double the workload of younger employees and then terminated after being put on a Performance Improvement Plan. Client received $63,716 settlement.

• 56-year-old’s position terminated in reduction-in-force. Client received $67,500 settlement.

Race and National Origin Discrimination

• An African-American client’s job title was reduced three times over several months while her duties were reassigned to two white coworkers. Client received $90,000 settlement.

• An African-American client was terminated on the basis of a non-existent company policy. After his termination, a younger, white male was promoted. Client received $49,600 settlement.

• Pakistani client terminated from position as vice president after being put on Performance Improvement Plan for vague allegations. Client received $107,323 settlement.

• An African-American client was terminated from position as officer of the company after filing formal complaint of discrimination. Client received $302,292 settlement.

• An African-American regional vice president was passed over for promotion on several occasions. Client received $166,999 settlement.

• Client of Korean national origin terminated by Caucasian of U.S. national origin with no reason offered for the termination. Client received $48,840 settlement.

Disability and FMLA Discrimination

• Client with no performance issues was terminated by new company leadership shortly after they discovered she had a disability. Our client was then replaced by a younger, less experienced individual. Client received $44,299 settlement.

• African American male was terminated after he took FMLA, in alignment with company policies, to care for his newborn child. Client received $55,800 settlement.

• Employee of 17-years was terminated after requesting reasonable accommodations based on Doctor’s orders for her recent diagnosis of sclerosis of the liver. Client received $56,148 settlement.

• Client took FMLA leave and ultimately short-term disability. Advised there were no assignments available for him while he was on leave. Client received $48,520 settlement.

• Client under long-standing accommodations was then refused light duty work after taking FMLA leave and filing worker’s compensation claim. Client received $27,150 settlement.

• Employee with brain tumor terminated after he advised that he would be out on FMLA leave for surgery. Client received $101,550 settlement.

Whistleblower and Retaliation Claims

• Client terminated after refusing to violate the Texas Property Code, and for reporting her superior for committing fraud. Client received $43,200.

• Client terminated after repeatedly complaining about safety and improper training, and eventually reporting the safety violations. Client received $52,700 settlement.

• Airline employee was fired using falsified disciplinary records after reporting safety violations.  Client received $52,700.

• Client terminated after raising Medicaid fraud claim. Client received $17,820 settlement.

• Client terminated after making whistleblower claim to OSHA for employer’s violation of the Surface Transportation Assistance Act. Client received $37,620 settlement.

• Client was terminated for refusing to complete a delivery route under unsafe conditions. Client received $30,000 settlement.

Equal Pay Act

• Three female salespeople were underpaid compared to their male co-workers and faced other discriminatory actions. Clients received $108,617 combined.

How Can Jackson Spencer Law Help You?

For a free consultation with an experienced severance negotiation lawyer, contact Jackson Spencer Law at contact@jacksonspencerlaw.com or 972-301-2937, or complete our online intake form.