Seattle Jury Sides with Employer in Closely Watched Retaliation and Discrimination Trial

Following a three-week jury trial in Washington Superior Court, King County, O’Hagan Meyer obtained a complete defense verdict on all claims brought by the former HR Manager of firm client, Coastal Transportation, Inc. The jury found in favor of the defendant on claims of disability discrimination, failure to accommodate, and retaliation under the Washington Law Against Discrimination.

The case was tried by Partner Brad Bigos and Associate Alex Lopez of O’Hagan Meyer, alongside Coastal’s outside counsel Michael Barcott. The legal team navigated complex evidentiary issues and effectively countered claims that, had the plaintiff prevailed, would have exposed the small, family-owned business to significant financial liability.

The verdict represents a significant win in a jurisdiction known for substantial plaintiff awards. King County juries have recently delivered verdicts exceeding millions in employment and civil rights cases, making defense victories increasingly challenging to secure.

The plaintiff, who worked for the family-owned marine freight company from August 2023 to March 2024, alleged her termination stemmed from discrimination based on scoliosis and a hip condition. She further claimed the company retaliated against her for opposing another employee’s termination and for requesting a hybrid work schedule to accommodate back pain. The plaintiff sought nearly $600,000 in economic damages, claiming she would have continued working until age 70, plus unspecified emotional distress damages.

“This case presented the exact type of challenge that keeps defense counsel up at night,” said Bigos, who represented Coastal Transportation. “Under Washington’s ‘substantial factor’ standard, a plaintiff can prevail even when legitimate business reasons exist for termination. The standard is inherently subjective, which makes jury trials in this area particularly unpredictable.”

The defense team demonstrated that Coastal terminated the plaintiff due to documented performance deficiencies. The company had, in fact, granted her request for a hybrid work arrangement in February 2024, undermining claims of discrimination or retaliation. After deliberating on the evidence presented during the trial, which commenced January 26, 2026, the jury determined that the plaintiff failed to meet her burden of proof on each claim.

“The jury carefully evaluated the evidence and recognized that an employer’s right to make personnel decisions based on legitimate business needs remains protected under the law,” Bigos noted. “This verdict reinforces that not every adverse employment action constitutes unlawful discrimination, even in today’s challenging litigation climate.”

Coastal Transportation operates five vessels transporting freight between Seattle and Alaska, serving as a vital link in the Pacific Northwest’s maritime commerce network.