About the Law Firms

The plaintiffs are represented by two law firms: national class action firm Lieff Cabraser Heimann & Bernstein, LLP and plaintiffs’ employment firm Outten & Golden LLP. These firms also represented female professionals in the Amochaev v. Smith Barney gender discrimination case, which resulted in a $33 million settlement, and they currently represent women in the ongoing gender discrimination class action against Goldman Sachs, Chen-Oster v. Goldman Sachs, and Microsoft, Moussouris v. Microsoft.

Lieff Cabraser Heimann & Bernstein, LLP, is a 70-plus firm with offices in San Francisco, New York, Nashville, and Seattle. Lieff Cabraser has represented plaintiffs in a wide variety of class action litigation, including employment discrimination and civil rights, wage suppression, and pension benefits litigation. It has represented many plaintiffs in litigation against science and technology companies, including serving as class counsel in the Silicon Valley no-poaching case, In re High-Tech Employee Antitrust Litigation, which resulted in settlements totaling $435 million. Currently, Lieff Cabraser is lead counsel in the nationwide consumer fraud class action against Volkswagen, In re: Volkswagen “Clean Diesel” Litigation, Case No. MDL 2672 (N.D. Cal.). More information on the firm can be found at

Outten & Golden LLP is a 52-attorney firm with offices in New York, San Francisco, Chicago, and Washington, D.C. O&G represents plaintiffs in a wide variety of employment law matters, including national class and impact discrimination cases, major class-based wage and hour violations, and contract negotiations. O&G represented plaintiff-intervenor Allison Schieffelin in a pattern or practice sex discrimination suit prosecuted with the EEOC against Morgan Stanley that resulted in a $54 million settlement and substantial injunctive relief. O&G was also lead counsel in Gonzales, et al., v. Pritzker, Secretary, U.S. Department of Commerce, a landmark class action lawsuit on behalf of hundreds of thousands of African-American and Latino job seekers alleging that the Census Bureau’s criminal background check had a disparate impact on African-American and Latino applicants for jobs related to the 2010 census. That case resulted in an historic settlement that requires the Census Bureau to replace its discriminatory use of criminal records with job-related requirements to determine who is eligible for essential entry-level jobs. The firm has handled discrimination claims against numerous Fortune 500 firms. More information on the firm can be found at