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Another Winning Verdict For A Spitz Client

by | Jan 30, 2023 | Employment Discrimination, Employment Law, Race Discrimination, Wrongful Termination |

I am happy to report another Spitz, The Employee’s Law Firm trial win. Attorneys Brian Spitz and Taurean Shattuck represented Enam Danley, Jr. against Hoodz of Northeast Ohio in a race discrimination case. In the case, the operations manager, Ryan Glynn, used the N-word while allegedly repeating what a Black woman told him as part of the story. Additionally, Mr. Danley reported that Mr. Glynn was present when other employees were singing out loud to songs and looking in his direction when repeatedly singing the N-word. Mr. Danley opposed the conduct to Mr. Glynn, who explained to him that the use of the N-word was not offensive in the context it was used. The owner, who allegedly investigated the matter, determined that there was no offensive use of the N-word and then fired Mr. Danley.

At trial, Mr. Glynn testified that he only said “N-word” and not the full word “n*gg*r.” Indeed, during opening statement, defense counsel promised the jury that the only one that would testify that the full word was used would be Mr. Danely.

However, on cross examination, Mr. Rivet was pressed and admitted that Mr. Glynn had used the full slur with the hard r. Further on cross-examination, Mr. Rivet admitted that Mr. Glynn had been present for the repeated singing of the full N-Word on the job.

As part of the investigation Hoodz determined that Mr. Glynn did not violate its race discrimination policy because the N-Word was not offensive in the context it was used, but that Mr. Danley violated the same policy by using a racial slur when he said, “I’m not going to let corny ass white boys call me that.”

Hoodz then wrongfully terminated Mr. Danley.

Prior to the final pretrial, Hoodz only offered $5,000 to settle and increased the offer to $15,000 at the final pretrial. Our demand heading into trial was $50,000 and we declined the Court’s suggestion to move our demand into the $20,000 range – thankfully.

After a full week in trial, the Jury returned a verdict for $89,360.00. We have filed our motion for prejudgment interest and for costs, which should push this matter over $100,000.

Regardless of the size of the case, it is important to try cases to the jury when the facts warrant it. Not only were we able to give Mr. Danley the opportunity to hear the jury decide in his favor, but trying cases to the jury let’s all defendants and their counsel know that we are not bluffing and will stand in front of the jury. This experience and willingness to try cases makes employment cases worth more. Employers and their employment lawyers are not only evaluating the merits of the facts but the experience and skill of the employee’s attorneys. A prominent employment defense attorney told me this week that there are a lot of so-called litigators out there, but only a few real trial attorneys. And there is a difference, a big one.

When looking for an employment attorney or employee’s rights law firm to represent you in race discrimination, wrongful termination or any other type of employment case, the first questions to ask is how many cases has your firm tried to a jury and what were the results.

Do I have a case for race discrimination?

Best Race Discrimination Attorney Answer: There is only one real way to find out if you have a viable claim to sue for racial discrimination in your workplace – call the right attorney for a free and confidential consultation. (Read: What is the Spitz No Fee Guarantee?; Why Having Skilled Employment Attorneys Is Critical). Race discrimination is unlawful under both federal and state laws. Employers cannot use race as a basis to harass, fire, wrongfully terminate, discriminate against, demote, discipline or pay less. Spitz, The Employee’s Law Firm will work with you to determine the best way to pursue your legal claims. Our Ohio, Kentucky Michigan, and North Carolina race discrimination attorneys are here to fight for your rights.


These race discrimination and wrongful termination materials are for informational purposes only and not for the purpose of providing legal advice. Use and access to Spitz’s 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, attorney Brian Spitz, or any individual attorney.

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