Civil rights law
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About our firm
Katz, Marshall & Banks, LLP is a boutique civil rights and employment law firm based in Washington, D.C. The firm's lawyers are nationally recognized for their expertise in the areas of employment law, sexual harassment law, Sarbanes-Oxley and other whistleblower claims, disability law, civil rights and civil liberties matters, and consumer class actions. We have been recognized as among the best employment lawyers nationally and in the Washington, D.C. area. -
Civil liberties, our practice area related to civil rights law
Civil liberties, enshrined in the United States Constitution, are designed to protect individuals against government powers and to set limits on the government's ability to interfere with the lives of individuals. -
Debra S. Katz, Partner
Debra S. Katz has been successfully litigating employment discrimination, civil rights, and whistleblower protection cases for more than 20 years. She is a founding partner of Katz, Marshall & Banks, LLP, where she concentrates her practice on employment discrimination, wrongful discharge, Sarbanes-Oxley and other whistleblower claims, contractual employment disputes and civil rights matters. Ms. Katz has developed extensive litigation experience in federal and local courts in the District of Columbia, Maryland and Virginia and before federal and state administrative agencies. -
Justine F. Andronici, Associate
Justine F. Andronici has a unique combination of women's rights, civil rights and employee rights advocacy experience. -
Nicole J. Williams, Associate
Nicole J. Williams concentrates her practice on a range of civil rights litigation matters. -
Keeping the Employee Working: Reasonable Accommodations and Leave Requirements
The basic principle underlying the reasonable accommodation provision of the disability laws is to keep qualified employees working. Often, however, the accommodation requested is in the form of leave, which will allow an employee to seek the treatment or rest necessary to return to work and perform the essential functions of the job. Requesting or taking leave from work to address a serious medical condition implicates both federal and state disability laws, as well as federal and state family and medical leave laws. Developing a solid understanding of both the Americans with Disabilities Act and the Family and Medical Leave Act and understanding in particular the overlap that occurs between the two statutes (and their state counterparts) on issues such as the length of leave, medical documentation required, the process for sharing information with the employer, and rules regarding the return to the workplace is critical for a civil rights attorney to effectively represent an employee with a serious medical condition and to keep that employee working. -
Court Gives OK to Unequal Pay
In her lawsuit, Ledbetter v. Goodyear Tire and Rubber Co. Inc., Ledbetter accused her longtime employer of pay discrimination under Title VII of the 1964 Civil Rights Act. Although Ledbetter started work at Goodyear's Gadsden, Ala., manufacturing plant in 1979 at the same salary as her co-workers, over the years she lost ground. By the time she retired in 1998, Ledbetter, the only woman in her position, was the lowest-paid of all the managers, earning 20 percent less than the next-highest paid - a man with significantly less experience. Compared to those managers with similar experience, she was earning up to 40 percent less. -
Harassment in the Workplace, ALI-ABA Course of Study
This chapter provides an overview of harassment employment law claims under Title VII and Section 1981, with an emphasis on sexual and racial harassment claims, and a briefer presentation of concurrent state civil rights remedies.