Former counsel sues BigLaw firm for alleged disability discrimination
A former counsel at Mayer Brown who was diagnosed with breast cancer in April 2022 has filed a disability bias lawsuit against the law firm. (Image from Shutterstock)
A former counsel at Mayer Brown who was diagnosed with breast cancer in April 2022 has filed a disability bias lawsuit against the law firm.
The suit, filed by June Liang, alleges that Mayer Brown at first denied her accommodation request, marginalized her, withheld her bonus and substantially curbed her billable hours despite her requests for more work.
Liang said she experienced disability bias and retaliation in violation of human rights laws in the city and state of New York, according to her Aug. 5 suit filed in New York state court.
In a statement, Mayer Brown said it “fully denies Ms. Liang’s allegations and intends to defend itself vigorously.”
Liang started working at Mayer Brown in November 2021. She was informed June 20, 2024, that “her employment would be terminated” effective June 28, which was several days after she requested a leave of absence, which was June 15, the suit says. She was first away from the firm when she underwent surgery and radiation after the cancer diagnosis. A second leave, which lasted about two weeks, was in April 2023.
Here is the timetable of events, as alleged in the suit:
• In July 2022, Liang asked Mayer Brown to accommodate her illness by moving her office closer to her secretary to eliminate unnecessary physical exertion.
• In August 2022, Liang returned to work. Mayer Brown allegedly denied Liang’s accommodation request but said a wellness room would be available to her. The key to the wellness room was on a different floor, which meant that she could not limit physical exertion, according to the suit.
• Liang’s oncologist wrote a September 2022 letter stressing the need for the accommodation. Mayer Brown relented and granted Liang’s request a few weeks later.
• In February and March 2023, Liang suffered two medical episodes, the second of which required Liang to go to the hospital. No one made an effort to ensure that she arrived at the hospital safely, the suit says, and an office practice leader became angry upon hearing the news. The practice leader allegedly said she was going to act as if Liang was no longer acting on a deal for which the leader was the billing partner.
• After Liang returned from the April 2023 leave for a medical procedure, Mayer Brown allegedly refused to provide Liang with billable work despite repeated requests.
• In April 2023, Liang submitted a medical form, leading two staff members in human resources in May 2023 to allegedly ask Liang to revise the form to indicate that she was unable to work because of “cognitive issues (i.e., lack of sound judgement due to medication or pain, inability to read or write, etc.).” Liang said she was “confused by this request” because she never conveyed that she was experiencing cognitive issues.
• In May 2023, Liang informed another practice leader that she had contacted several partners for billable work but had not received any.
• In summer 2023, Liang did not receive substantial billable work, but she did receive “praise and commendation” for the work that she was assigned, the suit says.
• In October 2023, Liang complained that her lack of billable work appeared to be retaliatory. Despite repeated requests for billable work over the next several months, she continued to be marginalized, according to the suit.
• In April 2024, Liang was informed that she would not receive a bonus for 2023. The next day, Liang’s lawyer told the firm that “she had been subjected to discrimination and retaliation.”
• In May 2024, Mayer Brown fired one of the HR staff members who told Liang to claim that she was suffering from cognitive issues.
• In June 2024, Liang asked about another leave of absence and was told five days later that she would be fired. Her last employment date was five months before her “401(k) benefit would have vested.”
Hat tip to Law.com and Law360, which had stories on the suit.
