During his tenure in government, Mr. Cooper was the Principal Deputy Assistant Attorney General for the Civil Rights Division. In this capacity, Mr. Cooper supervised the federal government’s enforcement of the employment discrimination laws. In private practice, Mr. Cooper and the firm’s other partners have extensive employment litigation experience. We have represented both employers and employees. Representative matters include:
- Sheet Metal Workers International Association v. Contractors Association of Northern New Jersey
157 F.3d 78 (2d Cir. 1998) We represented the International Association of Sheet Metal Workers in connection with its efforts to re-affiliate with a local union. The court of appeals held that the district court had no authority to prevent the re-affiliation in the absence of any evidence of a racially-discriminatory motive.
- EEOC v. Local 638
81 F.3d 1162 (2d Cir. 1996) We represented Local 28 of the Sheet Metal Workers International in an appeal from a finding of contempt resulting from the union’s failure to meet a court-ordered minority membership goal and its failure to ensure a racially proportional distribution of hours worked among its members. We successfully argued that the district court’s substantial back pay award should be vacated.
- Glunt v. VIAD
123 F. Supp. 2d 847 (S.D. Md. 2000) We represented VIAD Corporation in a case alleging gender and pregnancy discrimination. The district court dismissed most of the claims on summary judgment, and the case settled shortly thereafter.
- Smith, et. al. v. Virginia Commonwealth University
84 F.3d 672 (4th Cir. 1996) (en banc) On appeal before the en banc Fourth Circuit, we represented five male professors who charged Virginia Commonwealth University with engaging in impermissible gender discrimination in its salary structure. The court of appeals reversed the district court’s grant of summary judgment in favor of the defendant university. The case settled on favorable terms shortly thereafter.
- Advisory Practice
We have advised clients in connection with the formulation of policies and procedures intended to minimize the risk of employment litigation.