Last month, a jury in Texas delivered a stunning $70 million verdict in favor of 10 employees who worked for Glow Networks. Nine of the ten plaintiffs were Black employees. The case, Yarbrough, et al. v. Glow Networks, Inc., is a potent reminder about the continuing effects of employment discrimination as well as the legal remedies that exist to combat unequal treatment and retaliation at work.
The plaintiffs are represented by The Sanford Firm.
The defendants are represented by Ford & Harrison.
The employees filed their lawsuit against Glow Networks in a Texas federal court in December 2019 (Civil No. 4:19-cv-00905, E.D. Tex. 2019). According to their complaint, numerous Black employees faced continuing race discrimination at work, including promotion denials, unequal pay, and a hostile work environment.
At trial, the employees sought only compensatory/emotional distress damages and punitive damages in the lawsuit and did not seek lost pay damages. For this reason, their decision to proceed solely under 42 U.S.C. 1981 (Section 1981) rather than including a claim under Title VII of the 1964 Civil Rights Act (Title VII) was particularly important and will be discussed in more detail below.
Ultimately, the jury determined that the employees had proved that Glow Networks had subjected them to unlawful discrimination and retaliation at work. This discrimination and retaliation included demotions, promotion denials, and getting fired or laid off.
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