We represent victims of reverse discrimination and anti-DEI whistleblowers

Legal and cultural differences can mean that a plaintiff has a better chance for a successful outcome if they file their employment discrimination case in one state as opposed to another. With numerous large companies operating throughout the nation, frequent employment-related travel and remote work, individuals might have the ability to sue their employer in more than one jurisdiction.

A discrimination case against accounting giant KPMG in the Southern District of New York sought to establish that someone could sue their former employer in New York, even if they didn’t physically work there. Coretta Roddey is a Black woman who was appointed to a managerial role by KPMG at the height of the COVID-19 pandemic. At the time, the firm required her to work remotely at her Georgia home for six months before relocating to New York City. Roddey’s work phone number and email signature line were both associated with the New York office. Taxes from that state were also deducted from her paycheck.

Prior to her scheduled move to New York, Roddey was told to report to an assignment in St. Louis. She opposed this move and was told by her supervisor that she was being suggested to work on two of the firm’s major accounts. However, this was not true. Roddey’s complaint says that she attempted to reach out to numerous colleagues and managers, but got no meaningful response. On two occasions, Roddey traveled to the New York office. However, she believed that she was being kept way from desirable projects due to her race. Eventually she was terminated and received New York State unemployment benefits. 

Previously, New York’s highest court clarified that the state and city human rights laws protect nonresidents who proactively seek New York-based job opportunities, even if they are not physically present in the state at the time of employment. In Roddey’s case, the Southern District followed this precedent, allowing her claims to move forward in New York because she would have been required to work in-person at KPMG’s office there. 

At Kardell Law Group, we are dedicated to helping employees and employers navigate complex workplace discrimination issues, including claims from remote workers. Contact us today to schedule a consultation and learn how we can assist you.