EP 1011: Breaking Barriers: Inside a Trailblazing Career in Employment Law Part 2

Here’s the clean, semantic HTML fragment for the job posting (or in this case, the podcast transcript reformatted as a narrative profile):

“Feared in corporate board rooms” is how the St. Louis Business Journal describes attorney Mary Anne Sedey. In this episode, the legendary trial lawyer shares powerful stories from her career, including high-stakes discrimination cases, multimillion-dollar verdicts, and hard-learned courtroom strategies.

Notable Cases

• EEOC v. HBE Corporation (Adams Mark Hotel case):

  Represented two plaintiffs—Dewey Helms (Black employment manager) and Bruce I (white personnel director)—in a landmark discrimination lawsuit against the Adams Mark Hotel. The case exposed systemic racism, including:

  • Directives to avoid hiring Black employees to prevent “attracting too many Black customers.”
  • Bans on “Black music” and “Black liquor” (e.g., Courvoisier) in the hotel bar.
  • No Black waitresses in the upscale restaurant; doormen forced to wear “Old South” costumes.
  • Management firing Helms for refusing to terminate Black employees, then firing Bruce I for refusing the order.

  Outcome: $4.8 million in punitive damages and $200,000 in compensatory damages (later reduced by the Eighth Circuit). The case marked Sedey’s first use of a focus group, which revealed jurors initially viewed Bruce I as “stupid” rather than heroic—prompting a strategic shift to emphasize the plaintiffs’ military backgrounds and camaraderie.

• Francine Katz v. Anheuser-Busch:

  High-profile gender discrimination case (referenced in the episode; details not fully expanded here).

• Mercedes-Benz dealership case:

  Multimillion-dollar verdict (specifics not detailed in the transcript).

Key Lessons and Strategies

• Case Selection:

  Prioritizes plaintiffs with:

  • Long tenure and strong employment records.
  • Likability (e.g., avoids clients rude to staff).
  • Clear evidence of systemic bias (e.g., disparate discipline for similar conduct).
  • Potential witnesses (e.g., retired colleagues or supervisors).

  Exceptions include whistleblowers, who may be “difficult” but are morally compelling.

• Trial Tactics:
  • Never tries cases alone; collaborates with partners/associates for complex litigation.
  • Uses focus groups to test narratives (e.g., reframing Bruce I’s actions as adherence to military rules rather than heroism).
  • Leverages government involvement (e.g., EEOC) to add credibility to cases.
• Advice for Young Attorneys:
  • Embrace risk and persistence; avoid perfectionism at the expense of progress.
  • Pick cases wisely—consider damages, witnesses, and client credibility.
  • Collaborate; solo trials are rare in high-stakes cases.

Career Highlights

• Argued before the U.S. Supreme Court.
• Pioneered focus group use in civil rights litigation (35+ years ago).
• Built a career on high-impact discrimination and employment cases, often against major corporations.
• Mentored other attorneys, including Lisa Van Amberg (later an appellate and trial court judge).