A former counsel at Mayer Brown, June Liang, who was diagnosed with breast cancer in April 2022, has filed a disability bias lawsuit against the law firm. Liang alleges that Mayer Brown initially denied her accommodation request, marginalized her, withheld her bonus, and reduced her billable hours despite her requests for more work.
According to the lawsuit filed in New York state court on August 5, Liang claims she experienced disability bias and retaliation in violation of human rights laws in the city and state of New York. Mayer Brown, on the other hand, has stated that it “fully denies Ms. Liang’s allegations and intends to defend itself vigorously.”
Liang began working at Mayer Brown in November 2021. She was informed on June 20, 2024, that her employment would be terminated effective June 28, just days after she requested a leave of absence on June 15. This termination came after Liang had undergone surgery and radiation following her cancer diagnosis and had taken a second leave in April 2023.
The timeline of events outlined in the lawsuit paints a picture of the challenges Liang faced during her time at Mayer Brown. From requesting accommodations for her illness to facing difficulties in obtaining billable work, Liang’s allegations highlight the struggles she encountered while working at the firm.
Despite repeated requests for billable work, Liang claims that she was marginalized and eventually informed that she would not receive a bonus for 2023. The situation escalated further when one of the HR staff members who allegedly told Liang to claim she was suffering from cognitive issues was fired in May 2024.
In June 2024, Liang inquired about another leave of absence only to be told five days later that she would be fired. This decision came just five months before her 401(k) benefit would have vested, adding to the challenges and uncertainties Liang faced as a result of her employment at Mayer Brown.
The lawsuit sheds light on the importance of upholding workplace rights and ensuring that employees are treated fairly and with respect, especially when facing health challenges. It serves as a reminder of the need for companies to prioritize inclusivity and support for employees navigating disabilities or illnesses while maintaining a fair and non-discriminatory work environment.