Our client Dr. Sherilonda Green prevailed at trial and obtained the original court order which directed the Defendant to assume the cost and directed the E-Discovery company to extract and produce all electronic messages, text and emails, sent between Superintendent Lairsey and Board members amongst others January 1, 2020 to present which pertain to or relate to the topics that included:
* Dr. Sherilonda Green
Sexual harassment and sexual assault in the workplace are serious issues that can have a devastating impact on victims. It’s important for employers to take proactive steps to prevent these incidents and to provide support for employees who experience them.
First, employers should establish clear policies and procedures for addressing sexual harassment and assault in the workplace. This includes providing training for all employees on what constitutes sexual harassment and assault, how to report incidents, and what steps will be taken to investigate and address reports.
Second, employers should take all reports of sexual harassment and assault seriously and conduct prompt and thorough investigations. This includes providing support for the victim, such as offering counseling services and time off work if needed.
Attached is an Order for Sanctions we recently won in a case regarding the other side’s conduct in discovery. Discovery is a crucial phase in any litigation, as it allows both parties to obtain information and evidence from each other in order to build their case. However, there are instances where one party may engage in discovery abuse, such as through inappropriate deposition conduct or failure to produce requested electronically stored information (ESI).
In Georgia, discovery abuse can result in sanctions, which can include the payment of attorney fees and expenses, the striking of pleadings, and even dismissal of the case. Sanctions may be imposed when a party engages in misconduct during a deposition, such as harassing or abusive conduct, or when a party fails to comply with the rules governing the production of ESI.
The Charlton County Herald recently featured Dr. Green’s victory in winning her Open Records Act at trial see here for the news story.
The citations below refer to “T” stand for the trial transcript which can be made available upon request:
Dr. Green contends the school district’s motive to withhold Open Records is to cover up systemic discrimination within the District. Evidence of discrimination is replete in the record and includes the following: For the past 136 years of Charlton County School District’s existence, a Black woman has never been hired as a school Principal or Superintendent despite being the District being approximately one-third African American in demographic. (T-197:1-9; T-426:7-16.) The current Chairman of the Board of Education Matt Sands testified that he did not think its problematic that in the 136 years of public-school existence there has never been a Black female that has been hired as a school principal (T-426:9-25; 427:1-11) stating “it’s just the fact that that’s the way it is.” (T-426:13-14.)
A race discrimination case’s new developments were featured on the six o’clock evening news. For more information, you can view this breaking news story here. Ms. Oinonen was quoted stating:
“Race discrimination is a systemic issue facing African American educators all over Georgia who are being subjected to overt and explicit discrimination. In Dr. Madison’s case, he was threatened with lynching and was told that Board members were coming after his job after he spoke out against racial injustice in a positive affirming way. This is illegal for any employer to do against anyone, regardless of their race. Title VII Civil Rights Act of 1964 prohibits employers from discriminating and retaliating against those who speak out against discrimination.
The reality is that Dr. Madison was a well-loved educator who nobly served the school district for decades. He graduated from his hometown school district as a star football athlete and successfully worked his way up to school principal. In fact, a petition signed by numerous educators and employees who worked at that school was submitted to the administration in support of Dr. Madison. It wasn’t until he spoke out against racism that he first encountered retaliation by the District. And that is an illegal violation of the Title VII Civil Rights Act of 1964 which prohibits employers from discriminating and retaliating against workers in Georgia.
Check out Atlanta Women’s Magazine this month’s feature article.
Ms. Oinonen was asked by Atlanta Women’s Magazine: “Which woman inspires you and why?” to which she responded:
“Women lawyers who have gone into public service in either the executive, legislative, or judicial branches have inspired me. People like Hillary Clinton, Kamala Harris, and Ruth Bader Ginsberg to name just a few….I think the trick is finding the good in others that you can seek to emulate while learning to avoid shortcomings and mistakes. All of us have good/bad, strength/weaknesses and we can all learn from each other… the women that are a part of our law firm are an incredible inspiration to me. I am grateful to have the opportunity to work with Esther, Muna, Michele, and Chanel. We all make a great team.”
Williams Oinonen LLC had the privilege of representing Dr. Lana Foster in several race discrimination and employment matters. Her case was settled with the EEOC and in addition to the monetary settlement, requires her former employer to establish a recruitment plan for increasing the number of qualified Black applicants, to create a hiring and recruitment procedure that will incorporate nondiscriminatory hiring practices, and to institute professional training relating to Title VII of the Civil Rights Act of 1964.
Said Dr. Foster: “I couldn’t let a day go by without thanking God for what you have done for my family and me! Thank you for giving me the best gifts ever–my name back, my livelihood, my self respect, the five lawsuit wins, and my life along with a bonus price tag. No amount of money could ever replace what you have done for me! For your brilliant attorney skills, services, dedictation I am forever grateful and in debt! Thank you for believing in me and fighting my battle! My prayer for you is for God to continually “Bless” you and your family forever. Thank you for being my lawyer as well as my friend! Please let your husband know he has a true “Gem diamond” that God has truly blessed this world with and that is YOU! Forever Grateful, Lana Foster.”
For more information on the lawsuit, see here. If you have been subject to race discrimination, do not hesitate to contact our law firm today at 404-654-0288.
Williams Oinonen LLC brought an EEOC charge against Fulton County District Attorney Paul Howard on behalf of an HR Director who is alleging sexual harassment.
The AJC reported on the EEOC complaint brought by Williams Oinonen LLC’s client, a former HR administrator who is suing Paul Howard, the Fulton County District Attorney for her sexual harassment. The story can be read here.
Sexual harassment is prohibited by law and it is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964. Title VII applies to employers with 15 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations, as well as to the federal government.
Williams Oinonen LLC files a race discrimination lawsuit on behalf of African American CNN employee who alleged that his executive threatened to kill him over his race discrimination lawsuit.
The AJC wrote about the story which can be read here. Other news media sources also wrote about the story which can be read here as well as here.
Soon after, CNN terminated Mr. Walker which was written about here.
“I’ve been contacted by a PSC investigator who wants me to give him a response by a certain deadline, what do I do?” This is a question we hear from administrators, teachers, and other education professionals all over Georgia on a frequent basis.
Recently, Williams Oinonen LLC represented a teacher facing a revocation of her teaching certificate. The Georgia Professional Standards Commission recommended that the teacher’s certificate be entirely revoked. The Professional Standards Commission was represented by the Attorney General for the State of Georgia and the teacher was represented by Ms. Oinonen. The Judge’s case decision which came out today rejected the recommendation of the PSC to revoke the educator’s certificate and modified it to only give the educator a warning.
When an educator calls to ask: “I’ve been contacted by a PSC investigator who wants me to give him a response by a certain deadline, what do I do?” Ms. Oinonen always recommends educators that they absolutely should not go it alone. Years ago, PSC investigators were made up of former educators. Now, most educators are former law enforcement, former Secret Service, former GBI, or former deputy sheriffs. As a result, calling them really can be like talking to the police when you are accused of a crime, meaning anything you say can be used against you. Ms. Oinonen states: “When facing a PSC charge, educators should not contact the PSC without assistance of legal counsel. Too much is at stake for an educator. Literally what is at stake is your ability to maintain gainful employment by keeping your educator’s license/certification. Thus, it is imperative that you have an attorney who can communicate on your behalf and advise you appropriately in order to help protect your rights.”
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