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In Walker v. Southeastern Pennsylvania Transportation Authority, the Third Circuit reversed summary judgment and reinstated our client’s FMLA claims after SEPTA fired him — a bus driver with sickle cell anemia — for an absence that SEPTA itself had approved as FMLA leave. The Third Circuit held that employees need not use “magic words” to invoke FMLA protections and that an employer cannot penalize an employee for an absence that qualifies as protected leave. The decision has been widely cited by employment law commentators as a key ruling on FMLA notice requirements. The case was covered by Law360 and Vital Law (Wolters Kluwer).

Coverage:
Law360: “3rd Circ. Gives Philly Bus Driver Fresh Chance at FMLA Suit”
Vital Law: “3rd Cir. Bus Driver with Sickle Cell Anemia Fired Over Absenteeism Gets FMLA
Claims Revived”

In Albert & Guthrie v. Allegheny Health Network, we represent Santos Albert, a Black call center supervisor, and John Guthrie, a white director who was fired after reporting racial discrimination. U.S. District Judge Mark R. Hornak denied AHN’s motion for summary judgment, finding that the plaintiffs presented evidence of pervasive racial slurs and discriminatory conduct that could constitute “a stark picture of outright racial bigotry.” The case involves allegations that a director openly used racial slurs, sought to terminate nearly all Black employees, rejected applicants based on their names, and created a hostile work environment. The case is proceeding to trial. The ruling was covered by the Pittsburgh Post-Gazette, Atlanta Black Star, WPXI Pittsburgh, Black Enterprise, Front Page Detectives, and The Inquisitr.

Coverage:
Pittsburgh Post-Gazette: “Discrimination lawsuit against AHN can proceed to trial, judge
rules”
Atlanta Black Star: “‘Getting Those Monkeys in Line’: Racist Manager Allegedly Sought to
Fire All Black Employees at a Pittsburgh Call Center — Now She Must Answer to a Jury”
WPXI Pittsburgh: “Lawsuit accuses AHN, former female supervisor of racial discrimination,
hostile environment”

In Kandan v. Lucas (EEOC), we represented an Indian-born female enforcement manager at the EEOC’s New Orleans field office who alleged the agency passed her over for promotion to field director in favor of a less experienced male candidate. After the court denied summary judgment and cleared the case for trial, the jury trial ended in a mistrial. Shortly after, the EEOC agreed to a $250,000 settlement. The case drew national attention as a rare instance of the agency charged with enforcing anti-discrimination laws facing discrimination allegations from one of its own employees. The case was covered by Bloomberg Law and HR Dive.

Coverage:
Bloomberg Law: “EEOC Female Manager’s Bias Suit Over Promotion Ends in Mistrial”
HR Dive: “EEOC agrees to pay $250K to settle staffer’s bias lawsuit against agency”

In Chreky v. University of Pittsburgh Physicians, we represent a 71-year-old emergency physician who alleges his contract non-renewal was driven by age discrimination rather than legitimate performance concerns. U.S. District Judge Mark R. Hornak denied UPP’s motion for summary judgment, finding that a reasonable jury could conclude the stated performance reasons were pretextual and that the employer had a predetermined plan to replace our client with a significantly younger physician. The case is proceeding toward trial. The ruling was covered by Law360.

Coverage:
Law360: “UPMC Physician Group Must Face Ex-Doc’s Age Bias Claims”

Federal Practice Panel: Common Mistakes Lawyers Make in the Eastern District of Pennsylvania

On April 2, 2026, Andrew Lacy spoke on a panel with Judge Wendy Beetlestone and Judge Michael Scott of the U.S. District Court for the Eastern District of Pennsylvania, addressing common mistakes practitioners make in federal court practice. The panel, attended by over 300 lawyers, covered practical guidance for attorneys appearing before the Eastern District. The event underscored the firm's deep familiarity with federal litigation practice in the Eastern District.