Cases
Experience: Representative Matters: Stephanie tried a high-profile discrimination
retaliation case in which the jury returned a complete defense verdict for her client, a hospital company. During the jury trial in the United States District Court for the District of Arizona (the Hon. Susan Bolton presiding), the plaintiff claimed that he had reported a sexual assault of a fellow physician by the medical director of the medical center. He ultimately claimed that he was retaliated against for reporting this conduct.
In 2018, Stephanie tried a case on behalf of a large research institution to the Honorable David Campbell, United States District Court for the District of Arizona. The plaintiff was a researcher at the research institution, the world's largest dedicated neurosurgical center
a leader in neurosurgical training, research,
patient care. Plaintiff alleged that she,
every other researcher in a certain category, essentially had 'tenure'
could not be fired, except under extremely limited circumstances. She asked for the Court to enter a temporary restraining order to prevent the research institution from firing her, which the Court initially denied. The research institution then asked for an immediate preliminary injunction hearing to challenge this initial order. At the full evidentiary hearing held just weeks later, the research institution was able to convince the Court that the original order had been entered in error
it was legally permitted to end the researcher's employment.
Stephanie represented a clinic in Greeley, Colorado against a plaintiff that worked there. She brought claims for race
national origin discrimination
hostile work environment. Plaintiff claimed that the work environment was so awful because her co-workers openly supported Donald Trump
made comments about Hispanics similar to ones made by him. She failed to comply with court orders, lied about where she was living
working,
attempted to hide the identities of her medical providers. Defendant moved for summary judgment on all of Plaintiff's claims,
also moved for sanctions based on her conduct during the litigation. The Court granted summary judgment on all claims except for hostile work environment - but expressly held that Plaintiff has no claim for constructive discharge -
granted the motion for sanctions in part. Plaintiff's emotional distress damages were cut off after January 1, 2019,
she was ordered to pay Defendants' attorneys' fees
additional deposition costs. Case settled right before trial.
Stephanie led a trial team in Equal Employment Opportunity Commission (EEOC) v. Rent-A-Center, which was tried to a jury in the Central District of Illinois. The EEOC alleged that Rent-A-Center fired Megan Kerr, a transgender woman, based on her transgender status. The case was the first transgender discrimination case taken to trial by the EEOC. After a week-long trial, the jury returned quickly with a complete defense verdict.
Represented Mario Tricoci Hair Salons & Day Spas file suit against its former President of Hair
Beauty Products
its Vice President of Marketing alleging they took
misused trade secrets
breached various contractual
common law duties in simultaneously working for the client
Frederik Fekkai. Given the former positions of the individuals involved, this was high stakes litigation. The United States District Court, Northern District of Illinois, the Honorable Matthew Kennelly presiding, ordered extensive expedited discovery, briefing
multiple oral arguments. A ruling on Tricoci's application for a preliminary injunction resulted in a confidential settlement shortly thereafter.
Represented Elizabeth Arden Red Door Salons against plaintiff
18 other former employees of the flagship location of the Red Door Salon on 5th Avenue in New York. They filed suit in 2011, alleging discrimination based on national origin, age, disability, race, gender, sexual orientation,
retaliation. The allegations stemmed from the hiring of several employees from Frederic Fekkai Salons, including Zahir Ziani, an internationally recognized stylist. After 8 years of extensive discovery, including over 30 depositions, full expert discovery,
summary judgment briefing, the matter settled.
Represented Solterra when a former employee claimed that she had been sexually assaulted by her co-worker in a restroom at work,
that he attempted to sexually assault her again a few days later. After the second incident, she reported everything to human resources, who placed her
the co-worker on leave
began an investigation. Plaintiff also filed a police report
provided a copy to HR. During the investigation, Plaintiff admitted to engaging in some voluntary, consensual sexual acts at the workplace -
she confirmed the same to the police when they interviewed her. Solterra terminated Plaintiff's employment based on her admitted inappropriate conduct, as well as the employment of her co-worker. Plaintiff brought a charge before the Arizona Civil Rights Division ('ACRD') claiming sexual harassment, sexual discrimination,
retaliation. The ACRD investigated, found reasonable cause to believe the employer violated the Arizona Civil Rights Act,
filed suit. The agency initially dem
ed a six-figure settlement
an onerous five-year consent decree. After Defendant pressed discovery including obtaining documents from third parties that put Wheaton's credibility into question, the parties ultimately resolved the matter with a four-month consent decree with minimal requirements
a nuisance-value monetary amount.
Plaintiffs were former high-level employees of Stephanie's client, a global provider of specialized, aerial services. Not long into their tenure, they hosted a company holiday party at their home. One Plaintiff became belligerently drunk at the party
encouraged employees to drink heavily, disrobe,
do 'body shots.' Plaintiff later physically assaulted one of his subordinate employees, leaving him severely bloodied
bruised. When IAR discovered this outrageous behaviour months later, it terminated Plaintiff's employment. His wife resigned shortly thereafter, claiming constructive discharge. The Plaintiffs sued the company
the owner individually, claiming they were terminated in retaliation for reporting violations of Federal Aviation Administration regulations. Stephanie navigated the case to an early settlement.
Stephanie settled a large wage
hour class action matter in California for Elizabeth Arden Red Door Salons. This settlement involved over 1,500 employees
resolved all wage
hour claims going back several years.
Represented Envoy Air in several labor
employment litigation matters.
Plaintiff worked as a Fleet Service Clerk for Envoy at LAX. She asserted a variety of disability discrimination, reasonable accommodation, wrongful termination, sexual harassment,
related claims arising out of her requests for pregnancy-related accommodations
for an extended leave of absence following the expiration of her Family Medical Leave Act ('FMLA'), Pregnancy Disability Leave ('PDL'),
California Family Rights Act ('CFRA') leaves. Plaintiff alleged that the denial of additional leave created problems in her personal life, causing her to attempt suicide. After targeted discovery, Stephanie was able to secure a settlement.
Plaintiff is a former employee who alleges that she was sexually harassed including by being sexually assaulted at work by a lead
was fired in retaliation for reporting the harassment. As the case progressed, Plaintiff alleged that her supervisors plotted to fire her after she filed her complaint.
Plaintiff sued Envoy alleging race
age discrimination. She was fired for her posts on social media, after being on a final written warning for other violations. She claims that others posted similar comments
had no action taken against them. Given that she is a member of a union,
the claim involves social media posts, it is higher profile
higher stakes than most individual discrimination claims. The case was dismissed on Motion to Dismiss, plaintiff recovered nothing.
Plaintiff worked for Envoy as a station agent at Des Moines International Airport. She claimed to suffer from asthma
contact dermatitis, said she could not be exposed to exhaust, chemicals, or passenger luggage,
asked for reasonable accommodations. Envoy worked with Plaintiff to attempt to accommodate her disabilities. With input from Plaintiff's doctor, Envoy placed Plaintiff in a new position with additional reasonable accommodations. Plaintiff later claimed that her supervisors harassed her by asking that she use the accommodations provided. Plaintiff filed suit against Envoy, two individual lead agents,
her supervisor, alleging race, gender,
disability disparate treatment discrimination, hostile work environment based on race, gender,
disability, failure to accommodate,
retaliation. Right before trial the case settled.
Plaintiff was a flight attendant. Despite plaintiff's representations that she could freely travel
leave
re-enter the United States, she could not due to her immigration status. She is a DACA recipient. The plaintiff worked on a flight from Houston to Mexico
was detained upon her attempted re-entry into the United States. She spent six weeks in a detention center before being released. Her plight was covered extensively in the news
many politicians (including Hilary Clinton
Bernie S
ers) spoke publicly about her situation. She sued for negligence. After taking the plaintiffs depositions,
engaging in expert discovery, the case settled.
Represented airline client when the Department of Labor sued for alleged systemic violations of the Family
Medical Leave Act in how it is calculating, tracking,
h
ling FMLA by flight crew members. After two years of a compliance audit
two years of discovery the case resolved with no admission of wrongdoing
payment to three (3) employees of a total of less than $12,000.
Some of the matters above were h
led by Stephanie prior to Greenberg Traurig in 2020
are provided in this nomination as examples of her career experience.
