Use MWELA’s Find A Lawyer search, in the left navigation bar. Select a practice area: the search will provide you with 10 names randomly selected from MWELA members who practice in that area and who have paid an additional fee to be listed in the search directory. The search results include the name, address, phone number, email address, website, and practice areas of attorneys who meet your search criteria. Note that more than 10 members may practice in any given area; additional searches may yield additional names.

MWELA does not provide legal advice and is not responsible for the advice or services provided by the attorneys included in the Find a Lawyer search.

Attorneys: MWELA Sustaining Members and Presidents Club Members are included in the Find a Lawyer search. If you wish to upgrade your membership be included in the search, contact info@mwela.org.

ATTENTION PRO SE LITIGANTS

MWELA’S PRO SE PANEL PROGRAM

The Metropolitan Washington Employment Lawyers Association (MWELA) has established the Pro Se Panel Program to connect pro se litigants who have viable employment law claims with attorneys in the DC metro area who practice employment law.

Fill out this intake form to request attorney representation or e-mail prosepanel@mwela.org for further information. If you do not have access to the internet, you can call (703) 778-4648 (inquiries by phone will be reviewed on a weekly basis).

A volunteer MWELA attorney will contact you for a free consultation to evaluate your case and explore whether representation is appropriate.

MWELA IS NOT A PRO BONO LEGAL SERVICES PROVIDER and does not
guarantee representation or contingency fee agreements. Representation terms will be agreed upon between the lawyer and client, in writing.

DISCLAIMER: DISCLAIMER: Participation in the MWELA Pro Se Panel Program does not create an attorney-client relationship between potential clients and MWELA. Instead, MWELA provides an opportunity for individuals with legal claims to reach private representation agreements with attorneys who practice employment law. Participating attorneys must have at least two years of legal practice experience. MWELA makes no further representations regarding the experience and capabilities of participating attorneys.

Welcome to the Web site of MWELA — the Metropolitan Washington Employment Lawyers Association. MWELA is comprised of over 300 lawyers who regularly advise and represent employees in employment and civil rights disputes. MWELA is the local chapter of the National Employment Lawyers Association, a national organization of more than 3,000 lawyers dedicated to the advancement of employee rights. MWELA supports the orderly and fair development of the law to the benefit of employees. In keeping with its mission, MWELA regularly holds educational programs, discussions, and networking events for its members and in cooperation with other voluntary bar associations. MWELA regularly files amicus briefs on issues of importance in area courts, conducts moot court sessions for its members, and shares information of value to members, enabling them to keep abreast of pertinent developments in the law. Its annual daylong conference is devoted to the latest issues in the practice of employment law.

As advocates for employee rights and civil rights, we work to protect the rights and privileges of employees in both the private and public sectors of the Washington metropolitan area workforce. We are dedicated to promoting workplace fairness and the right of employees to work in an environment free of discrimination. MWELA provides assistance, support and resources to members throughout the metropolitan area to attain the highest ideals of practice and encourage the sharing of expertise and skills to best serve our clients.

On our vibrant and active listserve, MWELA members share strategies, tips, and responses to queries regarding both routine and novel employment law issues. The listserve is also available as an on-line searchable database, a powerful research tool.

MWELA holds monthly Brown Bag gatherings featuring presentations on trial strategies and techniques, emerging employment law issues, use of new courtroom technologies, successful litigation efforts, and other matters critical to a successful employment law practice.

Our Moot Court Committee regularly prepares our members for oral argument before appellate courts. MWELA's Amicus Committee produces thoughtful and excellent briefs on important policy matters before the courts of appeals, lending a powerful persuasive voice for the plaintiff and for employees generally. MWELA produces a monthly Newsletter covering member news, victories, and key decisions.

At our all-day Annual Conference, MWELA presents local and federal judges, colleagues, and outside experts on topics concerning all aspects of the plaintiff's employment practice. We also present our annual Lawyer of the Year award.

MWELA maintains an on-line Brief Bank, with ready arguments, briefs, and pleadings. MWELA works toward changes in public policy through the lobbying efforts of our members, to strengthen anti-discrimination and related workplace laws.

MWELA Case Evaluation service offers two programs to both MWELA members and non-members. One is a Three-member Clinic Panel, which reviews a lawyer’s case either before it is filed or after it is pending and possibly encountering difficulties. The other is a Single Evalulator Consultation where an experienced MWELA attorney provides advice and tips on a particular topic to a less experienced lawyer. Topics may include areas of substantive law and procedure, litigation and trial practice, appeals, settlement agreements, and particular Court and administrative forums with which a lawyer may be unfamiliar. 

NELA MWELA is the local affiliate of the National Employment Lawyers Association (NELA). NELA and its 68 state and local affiliates have more than 3,000 members. We strongly encourage our members to join NELA. For more information, please contact Ms. Colleen Goodin, Membership Director, NELA, (415) 296-7629 (cgoodin@nelahq.org) or go to www.nela.org for an application. MWELA members receive a discount on NELA dues.

MWELA members can access our brief bank, listserve and newsletter archives, board meeting information, and other resources. If you are a lawyer and devote a majority of your employment practice to representing plaintiffs, join us.

Please contribute $50, $100, $250, $500, or another amount.

Please note that donations to the MWELA Legislative Fund are 100% dedicated to lobbying and are not tax-deductible.

MWELA’s Annual Conference is an all-day event featuring colleagues, judges, and outside experts on topics concerning all aspects of the plaintiff’s employment practice. Our annual Lawyer of the Year award will also be presented during the conference.

Registration Cost :
2016 MWELA Member Rate: $285*
Non-Member Rate: $385
Non-Profit and Paralegal Rate: $215**
2016 MWELA Student Member Rate: $65*

*You must be logged in to your member account to receive the member rate. Please contact us if you need log in assistance. If you have not yet renewed your membership, renew and register for the conference together here.

**Please contact us to receive the Non-Profit and Paralegal Rate

Annual Conference Sponsors


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Sustaining

PLANET DEPOS


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Exhibitor

Plaintiff Julia Martas alleges that that the District of Columbia terminated her employment in violation of the DC Whistleblower Protection Act or “WPA,” in retaliation for her reports that DC public schools were not in compliance with civil rights statutes. The District of Columbia tasked Ms. Martas with reporting on the status of DC public schools’ compliance with civil rights statutes as part of her job duties as the State Civil Rights and Gender Equity Coordinator. During her employment with the District, Ms. Martas repeatedly reported that the DC public schools were not in compliance with civil rights statutes. Tony Johnson, who was Ms. Martas’s supervisor from November 2011 until DC terminated her in February 2013, told Ms. Martas that her reports made DCPS Chancellor Kaya Henderson and DC Mayor Vincent Grey “look bad.” Mr. Johnson also engaged in a pattern of antagonism toward Ms. Martas and subjected her to a heightened scrutiny. Mr. Johnson issued Ms. Martas corrective action letters and criticized her performance, despite Ms. Martas’s record of excellent work performance. The District of Columbia retaliated against Ms. Martas when it issued Ms. Martas a deficient mid-year evaluation for 2012; placed corrective action letters in Ms. Martas’s personnel file in July and December 2012; removed Ms. Martas from planning the Young Women’s Conference; terminated Ms. Martas’s employment; and submitted a deficient 2012 annual performance evaluation for Ms. Martas after her termination.

Ms. Martas’s reports of non-compliance were a contributing factor in District of Columbia’s decision to terminate her employment. Mr. Johnson’s blatant pattern of antagonism and heightened scrutiny of Ms. Martas’ work performance demonstrate a causal connection between Ms. Martas’ protected activity under the WPA and the adverse employment actions she suffered.

Plaintiff Julia Martas alleges that that the District of Columbia terminated her employment in violation of the DC Whistleblower Protection Act or “WPA,” in retaliation for her reports that DC public schools were not in compliance with civil rights statutes. The District of Columbia tasked Ms. Martas with reporting on the status of DC public schools’ compliance with civil rights statutes as part of her job duties as the State Civil Rights and Gender Equity Coordinator. During her employment with the District, Ms. Martas repeatedly reported that the DC public schools were not in compliance with civil rights statutes. Tony Johnson, who was Ms. Martas’s supervisor from November 2011 until DC terminated her in February 2013, told Ms. Martas that her reports made DCPS Chancellor Kaya Henderson and DC Mayor Vincent Grey “look bad.” Mr. Johnson also engaged in a pattern of antagonism toward Ms. Martas and subjected her to a heightened scrutiny. Mr. Johnson issued Ms. Martas corrective action letters and criticized her performance, despite Ms. Martas’s record of excellent work performance. The District of Columbia retaliated against Ms. Martas when it issued Ms. Martas a deficient mid-year evaluation for 2012; placed corrective action letters in Ms. Martas’s personnel file in July and December 2012; removed Ms. Martas from planning the Young Women’s Conference; terminated Ms. Martas’s employment; and submitted a deficient 2012 annual performance evaluation for Ms. Martas after her termination.

Ms. Martas’s reports of non-compliance were a contributing factor in District of Columbia’s decision to terminate her employment. Mr. Johnson’s blatant pattern of antagonism and heightened scrutiny of Ms. Martas’ work performance demonstrate a causal connection between Ms. Martas’ protected activity under the WPA and the adverse employment actions she suffered.

Plaintiff Patricia Burke alleges that her employer, the Defense Security Service retaliated against her for participating in the agency's EEO Process when it subjected her to a severe and pervasive hostile work environment.