On April 7, 2026, attorneys Brian Spitz and Patricia Brandt waited in the courthouse hallways with their client, Dr. Kevin Strickland, as the jury deliberated.
Spitz and Brandt had just concluded a trial in which they presented compelling evidence that the Defendants wrongfully terminated Dr. Strickland because of his gender and in retaliation for his participation in law‑enforcement investigations arising from his employer’s assault of both Dr. Strickland and a student.
During trial, Brandt conducted a powerful direct examination of Dr. Strickland, presenting clear evidence of both economic and non‑economic damages. The jury heard how the Defendants’ unlawful actions caused not only financial harm, but also significant emotional distress and lasting reputational damage.
In closing arguments, Spitz walked the jury through the law and the facts, explaining why the Defendants’ conduct was wrongful and how it devastated Dr. Strickland and his family. He then asked the jury to do what the law requires—to hold the employer accountable with a substantial verdict.
Although Dr. Strickland’s legal team felt confident as deliberations began, they knew better than to assume an outcome. Even the strongest cases carry uncertainty once they are placed in the jury’s hands.
So, they waited.
Shortly after 4:30 p.m., the bailiff announced that the jury had reached its verdict. The courtroom fell silent as the jurors returned, avoiding eye contact. The foreperson handed the verdict forms to the bailiff, who passed them to the Judge. The Judge reviewed the forms—about thirty seconds that felt far longer—and then announced the result:
Verdicts totaling $2 million in favor of Dr. Strickland.
The jury’s decision sends a clear and unmistakable message: employers cannot punish employees for doing the right thing—and they will be held accountable when they try.
Why This Verdict Matters
Employment laws only work if employers know they will be enforced.
This $2 million verdict reflects not only the damage done to our client’s career and well‑being, but also the jury’s message that abuse of authority in the workplace will not be tolerated.
At Spitz, we prepare every case as if it will be tried to a jury—and we are always ready to prove it.
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.
Disclaimer:
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.