On September 21, former Jones Day employee, Jaki Nelson, filed a race discrimination and harassment lawsuit against the law firm. Nelson alleges that “Jones Day’s Los Angeles office HR is out of control and, in fact, openly operated and condoned a regime of favoritism based on race, and bullied anyone who dared to complain about unfair treatment thereby creating an intimidating and hostile work atmosphere for all employees of color, and towards Plaintiff in particular.”
Nelson, who worked at Jones Day from November 1992 until June 2010, claims that she “was the victim of a double standard of treatment with respect to her use of the firm’s medical leave policy because of her race” and that she “failed to receive appropriate compensation, bonuses and other fringe benefits equal to non-African American secretaries who possessed the same years of experience and skills as Plaintiff.”
After Nelson complained about what she perceived to be unfair treatment, she claims that she suffered retaliation and was further harassed by Suzanne Zamel, Jones Day’s Human Resources Manager, Lisa Takata, Jones Day’s Office Administrator, and Pat Miller, Jones Day’s HR Coordinators and/or Secretarial Supervisor.
Nelson also claims that she “was repeatedly exposed to…racist remarks in the Jones Day Los Angeles office” and that Frederick “Rick” McKnight, the Managing Partner-in-Charge of Jones Day’s Los Angeles office, “tolerated racist attitudes and conduct in the workplace.” In her complaint, Nelson makes the following allegations:
Plaintiff is informed and believes that McKnight himself loudly proclaimed one day that “A nigger robbed me!” when discussing a situation when he was allegedly robbed.
Plaintiff is informed and believes that McKnight engaged in inappropriate sexual conduct with Jones Day employees, including a young African American female, which seriously eroded his credibility and leadership in the Los Angeles office.
[Pat] Miller has a horrible reputation in the Los Angeles office for mistreating employees of color, including Plaintiff, other support staff and several attorneys. Whenever Miller or other Caucasian employees had a complaint, their complaints were immediately investigated by HR. In contrast, Plaintiff’s complaints were ignored, not investigated and/or never taken seriously.
Plaintiff returned from sick leave and learned that a Mexican American secretary had covered her desk. Plaintiff asked Scott Behrendt, one of the Caucasian partners on Plaintiff’s desk, who had covered Plaintiff’s desk in her absence. Behrendt said, “Can’t you smell the odor.” Plaintiff said, “I am not sure what you are talking about.” Then Behrendt said, “A dirty Mexican, can’t you smell her.” Plaintiff immediately went to Sheila McKeowan, the Office Administrator, and reported Behrendt’s inappropriate comment. Later, Behrendt also retaliated against Plaintiff by having her removed from her desk assignment because he was furious about Plaintiff reporting his offensive behavior to the Office Administrator. Behrendt would slam doors in Plaintiff’s face and aggressively walk towards her causing her to move swiftly out of the way in order to avoid getting run into.
Behrendt and Reed Aljian, another Caucasian attorney, then undertook a campaign of harassment against Emery Elhabiby, an Attorney of Egyptian ancestry, which Plaintiff witnessed. Plaintiff observed Aljian and Behrendt constantly joke about and give Elhabiby a hard time by walking past his office and taunting him.
When Elhabiby went to Plaintiff in distress, Plaintiff suggested that he should speak to the managing partner. After the meeting, Elhabiby told Plaintiff that McKnight told him, “We never wanted you here, but you just did not get it. Out of all the attorneys, you are the worst performing associate. You are horrible.” Elhabiby left the firm and filed an EEOC complaint. Jones Day has a pattern and practice of dismissing or forcing African Americans who are perceived not to “fit in” to leave the firm in significantly disproportionate numbers to non-African Americans.
Plaintiff learned that Nicole Thomas, an African American attorney, was also victimized by offensive remarks from Aljian. Thomas informed Plaintiff that one day she opened the door and Aljian ran up behind her and said, “Hold dah doe,” using a slave-type affect. Thomas and Plaintiff were both offended by Aljian’s behavior.
Jim Childs, a Senior Partner, repeatedly called Plaintiff into his office for alleged “mistakes.” On one occassion, Childs called Plaintiff into his office and angrily said, “What is this?” Plaintiff responded, “Mr. Childs, I do not know what you are talking about.” Childs then snatched the glasses off of Plaintiff’s face while saying “You need to get some new fucking glasses!”
Nelson claims that she was unexpectedly called into a meeting with Zamel and Takata on May 23, 2007. Despite having previously received “very good performance evaluations,” Nelson alleges that Zamel and Takata took turns “berating, harassing, and yelling” and “hurling demeaning insults” at Nelson. Zamel allegedly told Nelson “that this was ‘pay back’” for her having complained about the conduct of certain people at Jones Day, and she allegedly “falsely accused [Nelson] of “time-sheet fraud, bad attendance, chronic lateness and excessive phone and internet usage.”
Nelson claims that she almost suffered a nervous breakdown after that meeting, and she filed an internal complaint on May 29, 2007 citing “multiple instances of retaliation, disparate treatment and harassment against her due to her race.” Nelson requested a conference call with David Williams, the Firm-wide Human Resources Director and Counsel based in the Washington D.C. office of Jones Day, and another employment attorney from Jones Day’s Los Angeles office to discuss her complaints. According to the complaint, “Williams stated that he had completed his “investigation” and he had reviewed Plaintiff’s personnel file twice and basically indicated that everything was Plaintiff’s fault. He said that Plaintiff had a problem getting along with people and that the firm had done her a favor by not taking action against her.”
Nelson filed an initial charge of discrimination, retaliation and harassment with the EEOC on August 29, 2007. She filed subsequent charges with the EEOC and DFEH on March 25, 2009 and August 13, 2010.
On June 15, 2010, Nelson was terminated together with about 30 other employees in what was reported as a layoff.
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The treatment alleged by Nelson that she experienced by her tormentors is criminal. Jones Day is representative of many bully boss organizations which exist unchallenged. I applaud Nelson for having the courage to stand up and complain even when she was still employed there.
Sex, racism money and power makings for movie!
formake
Nelson had every right to basically blow the whistle on the attitude and action’s around her work place. As american’s Law Firm’s are a Image of the Justice and Court’s. I would not want to believe that one of the main station’s tp protect us in this day in america has Bigotry within. Im the proud father of 4 Girl’s and i believe that as Black young women today. They should never have to ” Sell out” their race or Sex to save a Job they earned by Trust , Love off the United States of America Justce system. That is taking step’s back in history of Women right’s. what was on that Firm’s mind to believe they can continue to cause stress, work play bullying to Nelson when basically she stood up for all the Human right’s and Liberty that the firm of Jones Day female ” black” representative should always present . In no way shall they get away with it.
I worked for JonesDay Los Angeles and was also subjected to Lisa Takata’s, Suzanne Zamel’s and Patricia Miller’s brash and unprofessional behavior. Although I am Caucasian, they also took pleasure in targeting us. Although I am sure that the ethnic staff members got their wrath much worse. Zamel and Taketa would intentionally wait typically 30 days (to the day) after you had done something they didn’t like and then call you into the office and tag-team yell and scream at you each one getting louder as the insults fly. When I would speak up against their rants they would get even worse. There was one instance where Suzanne Zamel almost hit me in the face – before I caught her hand then walked out. These two people are awful and should not be in a position of power, however, the managing partner and others have allowed this for quite some time. It is up to them to make a change and make Jones Day Los Angeles and good place to work again.
yeah! for Jaki!!!!!! I also worked for Jones Day for 18 years and was also targeted by Lisa Takata, Suzanne Zamel and a male manager who is the biggest bully I have ever met in my life. When I tried to tell Lisa Takata about the problem, she simply said “I don’t want to know anything”. This is the typical answer you got from the HR and Admin department, then they would turn it around and make it look like you were the problem just like Jaki said.
It’s about time somebody does something to stop the injustice and abuse.
How pathetic that it is still so difficult for some to believe that the almighty “powers to be” at Jones Day could actually behave in such a despicable manner. The top brass are responsible for modeling poor and unacceptable behavior to those colleagues they chose to place in charge of their Los Angeles Human Resources Department.
Take it from a person who was victimized and worked under the incompetency, bullying and wrath of Lisa Takata, Suzanne Zamel and Patricia Miller. The accusations made in Ms. Nelson’s complaint are FACTUAL.
It is shocking that in this day and age Jones Day’s HR department actually “got off” on the infliction of emotional abuse, fear, and intimidation tactics similar to those used by the police department, and the all too familiar favoritism/cronyism. These women and their superiors had a duty to protect the very staff members who were put in their care and in vulnerable situations. There was absolutely no one to go to that would take complaints seriously. And people wonder why this firm ended up with a group of oppressed and angry workers? Wake the Hell up out there! It’s not rocket science!
I know this is going to shock some of you out there but … racism actually still exists in the workplace, especially in an arena where attorneys receive the message that they are “above the law.” Salaries are not always commensurate with experience and sleeping with powerful partners, managing or otherwise … can still get you a promotion. I wonder what kind of a year-end bonus Patricia Miller will receive this year. The culture at Jones Day has always been cult-like and extremely secretive. It’s about time the legal world finds out why. They have some serious skid-marks on their dirty laundry, and it is finally being hung out in the open.
The arrogant parasites at the helm of this firm actually believe that their deep pockets could silence Ms. Nelson. They’re probably in meetings right now trying to find more ways to continue to take benefits and bonuses away from staffers to keep those million dollar paychecks coming to their partners.
A bit of advice to the wise out there who may be reading Ms. Nelson’s complaint. I ask you … do you really want to be affiliated with a law firm that doesn’t embrace diversity within all of its ranks? Better yet, if that doesn’t raise some eyebrows for you and you choose their representation, make sure you review their over-inflated invoices for services rendered. I am confident that with all the attorneys that have jumped the Jones Day ship and are practicing law in more ethical mid-size law firms, you can and will find quality representation without it robbing your pocket books. The market is flooded with well educated and ethical attorneys. There’s no need to stoop to the level of Jones Day’s shenanigans and hypocrisy!!
I too, am employed with a jones day office. This place is something else. Staff personnel earning inflated salaries but not working one bit for them or deserving of them. People goofing off everywhere you look. Managers and supervisors playing favoritism. Whomever kisses up the most.
The managing partner stresses that harrassment and the like will not be tolerated but I believe it is just a front. They don’t care. I read Ms. Nelson’s complaint and am saddened that no one took responsibility, so it would not reach this point. I hope she is rewarded financially and gains some kind of mental rest, after this is over. This is pure torture and abuse, from what I have read.
I applaud the unflinching courage of Ms. Nelson. It is about time to expose these workplace Bul-LIES who abuse their power by inflicting emotional damage on great employees just cause they can. At one point did Jones Day decide she was a difficult employee, no doubt when she decided to take a stand. No company keeps a difficult employee for 18 years. Jones Day in my opinion is using that weak excuse as a veil to conceal their evil. Keep up the great work Ms. Nelson because Quitters never Win and Winners NEVER quit. We will highlight your case on Bullies on Blast, commencing 11-24 with Aunt Delta “D”. We have your back, because we know the trouble you see and have seen! NEVER, NEVER, NEVER Quit! The Time is Now!
With all the employees complaints of this Law Firm it should be closed and all abused employees should file a class action lawsuit against the entire company.
Employees have powerful rights in this country and should be exercised upon being violated.
Often times employers use intimidation and fear to control its employees to stop them from their employee rights and from filing a formal complaint.
All employees of America keep your head up and don’t let no employer harass you or violate your civil rights.
Keep records of what is taking place, time, date and any witnesses. Frankly a lot of employers behavior is very appalling and have no room for our civilized society.
Lets bring the work place back to morals and values.
re jones day. hail to jaki nelson’s complaint against jones day. with all the abuses she suffered from the hands of TAKATA, MILLER and ZAMEL, like a 3-headed snake, let the heads of the snake be chopped off from its body before the trio spreads POISON to human beings.
Things at Jones, Day never seem to change. I worked there for about five years, having left 15 years ago. It wasn’t that blacks were singled out–anyone who wasn’t white, male and straight was singled out, even (or maybe especially) non-white attorneys. Women partners and paralegals were paid less than male partners and paralegals, and if you were black, Hispanic, Filipino or Asian of any stripe or gay or lesbian, your days were numbered from the moment you walked in the place. There were some very nice people, but the culture there was toxic. Sounds like it still is.
I came across the complaint of Jaki Nelson against the law firm she worked for and I couldn’t believe that the practice of abuse, intimidation, control, etc. is identical to my situation at my former law firm where I was employed for 5 years of exemplary performance. On 12/2/2010 i was called in to the sr. partner’s office at 4:45 PM and asked to pack my things up an leave. He said I know why they are letting me go and if I need a refresher it was because I exposed the fact that the Office Administrator was taking care of his personal business majority of the day (he was moved next to me in my office 1 year ago. I also challenged certain policies that I felt the firm was unfairly changing when it came to the staff (I referred to us as “Help”) because that’s how the staff was treated. So this was another reason why I was told I am being fired because I was beginning to cause too much trouble (which meant I was giving the ignorant employees ideas). I was also told that I have done an amazing job and was very smart. I was followed at 5:00 p.m. by office admin. with an empty box to pack my belongings and was escorted to my car like a criminal. The only thing was missing was handcuffs. Words can’t describe how shocked I was. I couldn’t believe this could happen in America. Forgot to mention that for 5 months since I complained about the office admin. I was bombarded by abusive e-mails and was harassed verbally. I saved all the proof. This happened in Florida – from what I read on line about labor laws in Florida I don’t believe I will be able to prevail here because of the state law
re jones day nelson v. jones day. In one of nelson’s complaints, she was charged by the 3 women lisa takata, suzanne zamel and pat miller of “bad attendance.” will the LAWYERS representing jaki nelson check the attendance of pat miller ever since miller started working for jones day. most of the time, in her attendance, it says: WORKING AT HOME. even attorneys are puzzled what she’s working at her house, not unless jones day has an extended office in her house. I don’t think it is fair to charge jaki nelson with bad attendance she pat miller is working most of the time at her house. miller should face the mirror and ask her own self if she has a perfect attendance. also, the lawyers representing jaki nelson should also check pat miller’s present attendance. Presently, she works early morning around 7 a.m. so she can leave early. at 7 a.m. who does she work for? it was only recently that her coming to work early is getting to be “legitimate” due to some early work at the word processing. but pat miller has the WORST ATTENDANCE and ADMINISTRATION tolerates it.
re jones day nelson v. jones day. due to the harassment, etc. that jaki nelson suffered from the hands of lisa takata, suzanne zamel and pat miller, isn’t it time, to bring back the tarnished name of jones day to a REAL law firm, by TERMINATING lisa takata, suzanne zamel and pat miller. What kind of ADMINISTRATION jones day has. everytime you ask pat miller, suzanne zamel something in reference to work at jones day on anything, miller and zamel’s response is ” let me ask lisa. It shows that even the minute thing is left in lisa takata’s hands. I haven’t heard of such an ADMINISTRATOR does that – that every minute detail lisa takata should be informed (vendors of street cameras should offer jones day). is it because lisa takata’s job before jones day was not an ADMINISTRATOR position but that she was the supervisor of the mail service of o’melveny & myers that’s why her knowledge is so very limited. It’s just too bad that government POST OFFICE is on hiring freeze now.
re jones day. this firm has a DRESS CODE POLICY. this space won’t permit enumerating because of what to wear and what not to wear. administration should send a memo specifically to pat miller regarding the dress code policy because EVERYBODY KNOWS at jones day pat miller’s INDECENT EXPOSURE of her UPPER ASSET regarding her choice of clothes which is a DISTRACTION (yuck!) and the nerve of administration to email everybody about not forgetting jones day Dress Code Policy and yet tolerating pat miller’s. is there an exception to the rule?
I’m not surprised by the behavior of those in charge. What I makes me sick is that these people felt they could get away with it and it was also allowed to continue. I applaud Ms. Nelson for her bravery and stopping the madness. I to have been working for 20 years a large office “Medical Staff Supervisor” and I’m subject to bullying and racial remarks as well as remarks about some staff members being to FAT for that chair or those pants.. At one point I was called the uneducated Mexican because I don’t have a College degree. I’m considered a lower level supervisor and I’m expected to be on-call 24-7 if there are any problems with the building, office phone system, computer system and/or staff calling in sick. I’m also bilingual and have to communicate with patients who need translation, and do not get compensated for it. It makes me sad that people feel the need to hurt others based on their
education, color, race and how they look, fat, skinning or just plain ugly.. I to have reported these things to our Medical Director and finally told her that it was the HR manager who was doing this and also some of the staff members do it to their co-workers. To this day, nothing has been done other than the staff was asked to sign a Code of Conduct policy. One employee filed a complaint against the HR manager for bulling and was ignored and the medical director supported the HR manager. She told the employee that being direct can be mistaken and being rude.
It should be noted that this case was dismissed by the court as unfounded on all counts.
I am so HAPPY that someone filed a lawsuit against Jones Day Los Angeles. They were the worst law firm I ever worked for. Even the San Diego office was awful. There was a lot of racism and sexual harassment going on and nobody really cared. One guy in particular made some racist remarks about one of his clients when I was visiting. Also, on several occasions comments were made that the San Diego office is racist and will not hire any blacks after I was trying to transfer. I have never experienced anything like this at any law firm.
I work for MOFO now in San Diego and it is amazing here, so different and so much better.
However, I again applaud the folks that stood up to big bad devil law firm Jones Day Los Angeles. You are AWESOME!!