$4 Million
Racial Harassment Settlement
$2 Million
Sexual Harassment Settlement
$4.5 Million
Sexual Harassment Settlement
$3 Million
Racial Harassment Settlement

Our firm represents an African-American man in North Dakota, who recently filed Charges of Discrimination with a federal agency, the Equal Employment Opportunity Commission (EEOC). In his first Charge he alleges racial harassment and retaliation against his former employer, Ironworks Welding, after two workers re-enacted “mock” lynchings; in his second Charge, he alleges he was fired one week after  his employer received his first EEOC Charge, in retaliation for standing up to racial harassment.

In April 2022, our Client began work at Ironworks Welding, Inc. as a “single hand” in the Piping Prefab shop, in Dickinson, North Dakota. He was at the time the only African-American worker.

Beginning when he was hired, our Client believed he was being treated with suspicion, so much so that he ultimately told his Safety Manager he felt targeted due to his race, and not trusted. Nevertheless, he liked his job and wanted to succeed and help the Company.

Bright Data, Inc. is a Delaware corporation and subsidiary of an Israel-based company, Bright Data Ltd. The Company’s United States headquarters are in New York City.

As alleged in her Charge of Discrimination filed with the Equal Employment Opportunity Commission, our client’s second-level supervisor, a Managing Director, engaged in inappropriate behavior even before Bright Data hired her, which escalated after her hire into blatant sexual harassment. Her supervisor attempted to engage in a sexual relationship with our client, “Jane Doe”, which she rejected, and for which rejection she paid the price of her employment, according to her EEOC Charge.

Doe interviewed for a position at Bright Data in May 2021. Rather than discuss work experience or Doe’s professional skills, and rather than describe the Company/the available position, the Managing Director asked intrusive questions about her personal life, phrasing questions in a way to elicit whether she was single or not. Doe felt compelled to reveal that she was not married, with a daughter – in other words, a single mom. The supervisor-to-be immediately began to tell her that single mothers are “the most diligent and efficient” “because they have no choice,” among other statements, in essence commenting that single mothers are at the mercy of their employers. Her boss would return to these comments during her employment, reiterating them on at least three other occasions.

Friedman & Houlding LLP represents a transgender female (“Charging Party”), who has filed an EEOC Charge of harassment and retaliation against her former employer Veolia Nuclear Solutions (“Veolia”), a federally contracted company that carries out nuclear energy facility clean-up and waste removal, at its Richland, Washington location. As alleged in her EEOC Charge, Charging Party was forced to quit after filing a complaint of a hostile work environment with Veolia’s Human Resources department. Federal contractors are under a special duty to proactively abide by anti-discrimination laws. The OFCCP is responsible for enforcement.

As a technician at Veolia, Charging Party reported to a Project Manager (“Project Manager”) at the Richland project facility. The Project Manager directed gender-based harassment at Charging Party on an almost daily basis, likening transgender individuals to “freaks” and pedophiles, and when Charging Party later informed Project Manager of her impending gender transition, he intensified the harassment, taunting her with comments about “chopping off her pecker,” and telling her that her gender transitioning was a “mistake” she would regret.

In addition, Project Manager would regularly make bigoted comments, including comments about trans people, on speaker phone, in conversations he had with colleagues and project managers in other facilities, as well as to the then-Director of Technologies—knowing that others, including Charging Party could overhear. Charging Party felt persecuted for just being who she was, knowing that management condoned such vile harassment.

Nakeya Livermon worked as a welder for Skanska, where she participated in building infrastructure for the Portsmouth waterside. Livermon was the only female welder on site. She was known to be an excellent welder, in an industry that has few female welders at all.

As her foreman noted:

Skanska featured Livermon in its promotional materials, making her a spotlight during Women in Construction Week

ASI-Logo-300x132 Ameriserve International, Inc. (“Ameriserve”), an Iowa-based provider of residential services to those with intellectual disabilities, fired one of its employees because of her cancer diagnosis, in blatant violation of the Americans with Disabilities Act (“ADA”) and the Iowa Civil Rights Act of 1965 (“ICRA”), and its own stated mission, according to charges filed by Friedman & Houlding LLP with the EEOC and the Iowa Commission on Civil Rights to pursue these claims on behalf of the fired employee (“Charging Party”).

As alleged in her Charge of Discrimination, in November 2023, Charging Party was offered and accepted full-time employment as a Client Services Coordinator at Ameriserve, after interviewing with Ameriserve’s hiring manager Kyle Clemens. At the time Charging Party applied for a job with Ameriserve, she was employed at Catholic Charities, providing services to victims of sexual assault. She had sought employment at Ameriserve to further her career, given that the position at Ameriserve would be a supervisory role. A few weeks later, in December 2023, Charging Party accepted the position she was offered at Ameriserve and put in her resignation at Catholic Charities.

The next day, after a routine colonoscopy, Charging Party learned that she had colon cancer. After telling her supervisor, a Catholic Charities Director, the news of her diagnosis, the Catholic Charities Director stated that Charging Party could retract her resignation, take FMLA leave, and maintain her current health insurance, in case Charging Party’s prospective employer, Ameriserve, did anything to compromise her employment status there as a result of the diagnosis.

LOGO-292x300The EEOC requires that the employer file an Opposition Statement. Annandale did so. It included statements that are false. Knowingly submitting a false statement would be plainly intended to mislead a federal agency’s investigation.

In opposition to the Charge that the Design Manager engaged in physical and verbal sexual harassment of the Charging Parties, Annandale relies on the sworn Declaration of a current employee (“Declarant”), who, under oath, states, “I have never felt uncomfortable working with [Design Manager]”—referring to the design manager at issue in the Charges filed with the EEOC.

She also states—under oath, referring to one former employee witness (“Former Employee”)—as follows: “I worked with [Former Employee]. [She] [n]ever told me that [the Design Manager] had touched [her] inappropriately or otherwise made [her] feel uncomfortable.”

This is the third in a series of blog pieces written for and reviewed by the Charging Parties which explains their ordeal 

The CEO, the Head of Human Resources and the Therapy Team Leader Threaten to Fire Women who Complain about Sexual Harassment at Encompass, a Major Hospital Chain 

The CEO and the Director of Human Resources at Colorado Springs were required to report to Headquarters that they were receiving numerous complaints of sexual harassment perpetrated by the same provider who had been the subject of the sexual assault allegation. 


Since a story aired in on WHSV3 in August regarding sexual harassment Charges filed with the EEOC by two former employees against Annandale Millwork and Allied Systems for ignoring complaints of sexual harassment by the “Design Manager” (referred to as the “Manager” in first blog post), four former employees of Annandale, have come forward with allegations based on what they witnessed working at Annandale. The allegations included an account of racial discrimination by Laurie Frogale, who ran Human Resources, and a situation where she observed one of her managers using racial slurs, with a person of color present, but said nothing to the harasser. The allegations, made under oath, include that a complaint was made to Frogale of sexual harassment by the Design Manager before the two women who filed Charges with the EEOC worked at Annandale and complaints about sexual harassment by other managers, which Laurie Frogale either ignored or condoned. The women who have come forward have provided sworn declarations alleging sexual harassment and disregard for their civil rights. Excerpts are repeated below.

The first Declarant stated under oath that she is African American and that when she was hired in September 2016 she had straight hair. In her sworn declaration she states that:

6.  However, around three months after I was hired, I decided to have my hair out in an afro. When Laurie noticed my hair that day, she approached me with a look of disgust and said, “What is this? This is not who I hired.”

LOGO-292x300EEOC Charges of Sexual Harassment Have Been Filed Against Annandale Millwork and Allied Systems Corp. Alleging Complaints were Ignored for Years

This is the first installment in a series of posts about two women who worked at Annandale Millwork and Allied Systems Corp., in Winchester, Virginia, who filed EEOC Charges alleging they were subjected to physical and verbal sexual harassment by their male Manager despite a previous complaint two years earlier by one of the women. On April 16, 2021, one woman complained to Human Resources employee Elizabeth Foster that the Manager was sexually harassing her, a second woman who filed a Charge with the EEOC, and other women.

Elizabeth texted the first woman that she had informed Laurie Frogale, Head of Human Resources. (In addition to being the Head of Annandale Human Resources, Laurie Frogale is one of the owners of Annandale.) Elizabeth texted the first woman that:

This is the second installment of a series of blog pieces about sexual harassment at Encompass Health. After a former employee posted a link to the previous blog piece, the Interim CEO of the Colorado Springs hospital held what could fairly be called a damage-control meeting. She revealed that she had sought talking points from Encompass’ legal counsel. One of the talking points was that this blog is just “attorney advertising”. While this blog is attorney advertising, and we know that some people who read our blog visit our website, these nine women who filed Charges of Discrimination believe the blog will help to ensure that what happened at Encompass does not happen again – at Encompass or elsewhere. These blog pieces comport with the information those nine had, collectively, when they filed the Charges and what has transpired since and they want you to know this is their collective voice as well as ours.


“Encompass Health cannot resolve matters that are not brought to the attention of an appropriate member of Management.”

“Additionally, any employees, managers or supervisors who become aware of any possible unlawful harassment or other violation of this policy, whether they are personally affected or not, is directed to advise their superior, the human resources department or any senior member of administration.”

Contact Information