Tacoma, Washington Employment Lawyer

5224 Olympic Drive
Suite 110
Gig Harbor, WA 98335
Phone: 253-858-6601
Fax: 253-858-6603

Results

Successful Washington Employment Lawyer

At the Washington office of Terry A. Venneberg, Attorney at Law, we consistently provide effective representation for victims of employee discrimination and harassment.

If you are suffering from discrimination on the basis of gender, race, religion or disability, or if you have been sexually harassed at work, contact us to discuss your situation. We will put over 20 years employment law experience to work for you.

Proven Record of Success

Recently, Mr. Venneberg obtained a settlement of $350,000 on behalf of a woman who had been sexually harassed by her supervisor, who was an elected County Prosecutor. Here is the news coverage of the settlement: News Story

In another recent case, Mr. Venneberg obtained a jury verdict, with the Equal Employment Opportunity Commission, on behalf of an applicant who had been rejected for employment due to a perceived disability, in violation of the Americans with Disabilities Act.

Among the other results obtained by Mr. Venneberg in recent years on behalf of his clients are the following:

  • Represented six employees in a case filed by the U.S. Equal Employment Opportunity Commission involving claims of sexual harassment and retaliation, and obtained a settlement of $475,000 on behalf of those employees.
  • Represented three former female employees of a teachers' union in a gender harassment case, also filed by the U.S. Equal Employment Opportunity Commission, who resolved their claims for payment of $750,000.
  • Obtained a jury verdict in Superior Court in Tacoma, Washington, in the amount of $119,543 on behalf of an employee who was retaliated against for filing a workers compensation claim. The verdict included an award of $98,000 for emotional distress stemming from the dismissal.
  • Represented two of the eight women who brought claims for sexual harassment resulting in a class action settlement between the EEOC and Horseshoe Lake Golf Course for $367.000.
  • Obtained a settlement of $750,000 on behalf of a former Financial Advisor against the financial services firm Morgan Stanley on claims of gender discrimination and defamation.
  • Represented the lead class member in a sexual harassment class action lawsuit filed by the EEOC which settled for payment of $470,000.
  • Represented four employees of the State of Washington in a case alleging age discrimination which resolved for payment of $200,000.
  • Represented six employees of the Annette Island School in Alaska in a case alleging race discrimination that resolved for payment of $442,500.
  • Represented two women who were sexually harassed in their employment at a bowling lanes and casino in which a verdict of $565,000 was obtained.

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Terry A. Venneberg Weekly Weekly

Topic of the Week

Social Networking & Computer Privacy

Generally, employers have the right to monitor their employees use of the Internet (including visiting social networking sites, checking e-mails, and instant messaging) on computers owned by the employer, during employees on-duty hours. Although federal l

Read more...

Blog of the Week

Major campaign to organize tech and video game industries launches, this week in the war on workers

There are increasing signs that workers in the tech industry are starting to see themselves as … workers. Maybe it's the 100-hour workweeks as video game companies get products ready for launch, or maybe it’s the layoffs that come after a big release.

Thought for the Week

"Employers are increasingly monitoring their employees’ social media activity. A key consideration is to avoid infringing the rights of employees under the Personal Data (Privacy) Ordinance. The Privacy Commissioner’s Guidelines on monitoring and personal data privacy at work are a helpful first port of call. They first stress the “3As” of undertaking a systematic assessment process to ensure that monitoring would be appropriate, ensuring that there are no less intrusive alternatives and ensuring that there is proper accountability for the collection of employees’ personal data. They then stress the “3Cs” of ensuring the clarity of an employer’s policy, ensuring that it’s communicated to employees and the safeguarding of data through proper controls. Employers should ensure that they clearly document and communicate their approach to monitoring."

–Kathryn Weaver, partner at Lewis Silkin

List of the Week

from Digital Information World

Social Media Use During Work Hours By Employees

  • 36% of employers block social media at work.
  • 51% of businesses have a social media policy,
  • 56% of the employees who use social media for work still find social media as a distraction during their work.

Top Five News Headlines

  1. These companies are winning with workplace culture in a tight labor market
  2. U.S. House approves new age discrimination protections
  3. Medstar Good Samaritan Hospital and EEOC Reach $195,000 Agreement to Conciliate EEOC Disability Discrimination Charge
  4. Fidelity Home Energy to Pay $350,000 to Settle EEOC National Origin Discrimination Lawsuit
  5. Greensboro Zaxby’s Owner to Pay $30,000 To Settle EEOC Sexual Harassment and Retaliation Lawsuit