Griesing now has her own firm, Griesing Law, with seven attorneys in Philadelphia.
The class is expected to be near 215 members dating to 2007. Sanford had said they are seeking $200 million in damages, one-quarter of which is for back and front pay, one-quarter toward compensatory damages and half of which is for punitive damages.
According to Griesing's complaint, Greenberg Traurig has a closed compensation system in which only CEO Richard Rosenbaum makes all promotion and compensation decisions with advisement from four other male shareholders who serve as the compensation committee.
Greenberg Traurig has three shareholder levels, consisting of the 300 level, 500 level and 1,000 level. The 1,000 level is the most highly compensated, and less than 10 percent of that level are female attorneys, according to the complaint. The 1,000-level shareholders get nearly exclusive access to the firm's retreats where they can network and refer business, Griesing alleged in the complaint. According to the complaint, the 1,000-level shareholders are estimated to earn $1 million more per year than other shareholders.
Griesing was hired at the 300 level, where all but one of the female Philadelphia shareholders were placed. According to the complaint, men with similar or less qualifications were placed in the 500 level.
"By assigning women to lower levels and delaying their promotion, the firm denies its female shareholders compensation and opportunities to which they are otherwise entitled," Griesing alleged in the complaint.
She alleged the compensation system lacks sufficient standards, quality controls, implementation metrics, transparency and oversight.
After exhausting other avenues up the food chain in the firm, Griesing said in the complaint that she was left with no other option but to go to Rosenbaum with her concerns. According to the complaint, Rosenbaum allegedly told Griesing he would not investigate her claims unless she agreed to be "'happy'" at the firm. Griesing then filed a complaint with the EEOC.
At a subsequent meeting in June 2009, Rosenbaum allegedly told Griesing she needed to leave the firm if she was going to persist in questioning her compensation, according to the complaint.
After the meeting, the firm stopped assigning Griesing work and urged her principal associate to work for another shareholder, according to the complaint. In her December 2009 annual review with Rosenbaum, Griesing said Rosenbaum "chastised" her for filing an EEOC complaint. Rosenbaum allegedly said he was finding it "'difficult to treat [Griesing] fairly,'" in light of those claims, according to the complaint.