Employment Lawsuits

Employment Lawyer Working for Justice

Attorney Lori Searcy regularly represents clients in employment lawsuits in District of Columbia and Virginia courts and in employment proceedings before the Equal Employment Opportunity Commission ("EEOC") and the D.C. Office of Human Rights ("OHR"),

Representing employers and employees provides this law firm with an extraordinary depth of experience and unique perspective into factors that motivate parties in employment lawsuits. Whether you are an employer or employee, if your legal position is principled and you need a strong advocate on your side, this employment law firm will work hard to achieve the successful outcome you deserve.

Delivering Excellence: Let attorney Searcy put her experience as an employment lawyer to work for you. Your case will be handled with the care and competence developed through years of representing clients in high stakes civil rights, whistleblower, and employment law cases.

Employment Lawsuits in D.C. and Virginia

Attorney Searcy has represented numerous clients in EEOC proceedings and employment lawsuits in the District of Columbia Superior Court, Fairfax Circuit Court in Virginia (and other circuit courts in Northern Virginia), the federal district court for the Eastern District of Virginia (also known as the "rocket docket"), the federal district court for the District of Columbia, and federal courts across the nation. The firm has successfully represented clients in numerous employment law cases including:

• Employment discrimination based on different treatment because of age, disability, race, religion, national origin, gender, and pregnancy discrimination as well as other protected categories;
• Workplace harassment and hostile work environment complaints including sexual harassment, racial harassment, and harassment based on other protected categories;
• Unfair and unequal compensation claims including unequal pay, unpaid wages, and failure to pay minimum wage or overtime required under the Fair Labor Standards Act ("FLSA");
• Breach of employment contracts, non-compete agreements, and non-solicitation agreements;
• Defamation, , fraud, misrepresentation, negligent hiring, tortious interference, and other business torts;
• Denial of family or medical leave and retaliation claims under the FMLA and DCFMLA;
• Retaliation for engaging in EEO activity, whistleblower retaliation, and wrongful termination cases; and;
• "Qui Tam" False Claims Act litigation involving fraud by government contractors against the government and taxpayers.