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What was the case about?

On November 17, 2022, attorneys Brian Spitz and Patricia Brandt waited outside the Courthouse with their client John Spring as the jury deliberated. They had spent the last four days in trial presenting John’s disability discrimination claim. Spitz and Brandt were confident that they had presented sufficient evidence that the Defendants had wrongfully fired Spring because he had been diagnosed with vertigo and had used his short term disability leave three times over 18 months. During discovery, the Spitz, The Employee’s Law Firm team also discovered that documents submitted by Defendants had been forged and that Defendants had lied on governmental documents. Employment discrimination attorneys Spitz and Brandt effectively impeached the Defendants during cross examination and by presenting expert testimony from an expert forensic document examiner. The Spitz team of trial attorneys presented evidence economic damages and non-economic damages, include Defendants’ action further causing episodes of vertigo and blocking Spring’s attempt to obtain a new job.

In closing arguments, Spitz talked with the jury about the wrongful nature of Defendants’ actions and the impact that such acts had on Spring and his family. Spitz pointed to the law and the facts. Then he asked the jury to award a substantial amount of money to Spring.

After the jury adjourned to deliberate, Defendants reiterated their complete refusal to consider any settlement discussions.

Although everyone on Spring’s team felt confident waiting for the jury’s deliberations to conclude, the group could only hope. No matter how strong a case, juries can always be a bit unpredictable.

So, they waited.

Shortly after 2 p.m., the bailiff notified the parties that the verdict was in. The parties quietly sat back at the trial tables as the jury marched back into the courtroom, not making eye contact with anyone. The foreman handed verdict forms to the bailiff, who in turn handed them to the Judge. The Judge reviewed the verdict forms for about 30 seconds, although it felt like an hour. And then the Judge announced verdicts for Spring totaling $1.331 million.

Spring’s life had changed. Beyond the money, the jury awarded him redemption. The jury awarded him back his dignity. The jury awarded justice.

Why it is important to hire employment attorneys who win jury trial?

One of the first questions that any employee interviewing employment attorneys should ask is “How many trials has your firm handled and what was the result?” There are many important reasons to ask this question. First, hiring a discrimination or sexual harassment law firm that has tried a case (or very few) is like asking someone to put together a puzzle but never showing them the picture on the cover. Experience in front of a jury allows your legal team to put all the pieces together in a way that best presents your case. While attorneys with no jury experience may figure it out, do you want to risk seeing if they learn on your case.

More importantly, defense counsel knows which employee’s rights law firms try cases to juries. If law firms have no experience trying cases, your employer’s attorney will know that is either a major advantage to the employer or that your attorney will eventually settle for less to avoid trial. So, even if your case never goes to trial, it is worth more when the other side knows that your attorney is ready, willing, and able to confidently stand before a jury and present your case.

Even better, when you hire a law firm that has won multiple million-dollar verdicts, defense counsel will not only know that but also advise your former employer of these verdicts because it is a greater risk that your employer must account for.

What is my employment discrimination case worth?

While it is always exciting to look at big verdicts and think that you may have a case of similar or greater value, the results in one case are rarely indicative of what will happen in another case. Because of the differences in facts, evidence, venue (where the case will be heard), judges, and juries, every case must be independently evaluated. So, if you are searching for an employment law lawyer because you were wrongfully fired or terminated; or  you were discriminated against or harassed based on your  race, national origin, gender, age, religion or disability; it would be best to call the right attorney to schedule a free and confidential consultation. (Read: What is the Spitz No Fee Guarantee?; Why Having Skilled Employment Attorneys Is Critical; Employment Law: Avoid Hiring The Wrong Attorney). Call our lawyers in Ohio, Michigan, and Raleigh to get help now. Spitz, The Employee’s Law Firm and its experienced attorneys are dedicated to protecting employees’ rights and solving employment disputes.


This employment discrimination law website is an advertisement. The materials available at the top of this disability discrimination blog and at this employee’s rights law website are for informational purposes only and should not be construed as providing legal advice. If you are still asking, “How do I sue for wrongful termination from my job”, “What is my employment discrimination case worth,” “My manager fired me because I used short term disability leave,” or “I was fired for because I’m disabled”, it would be best for to contact our top attorneys to obtain advice with respect to any particular employment law issue or problem. Use and access to this employment law website or any of the links contained within the site do not create an attorney-client relationship. The legal opinions expressed at or through this site are the opinions of the individual lawyer and may not reflect the opinions of The Spitz Law Firm, Brian Spitz, or any individual attorney.

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