The Stokes Lawrence Employment team defended a healthcare staffing company in a complex, multi‑defendant case under Washington State’s new paid family medical leave law—securing dismissal on summary judgment through a novel and decisive legal theory.
Our client, a national leader in medical staffing, engages thousands of traveling clinicians across the country. Known for high standards of compliance and care, they sought experienced defense counsel when faced with an emerging legal issue under Washington’s new paid family medical leave statute.
The issue? A traveling nurse alleged she was terminated in retaliation for taking—or attempting to take—paid family medical leave. The claim was brought not only against our client, but also against a state agency and another staffing company. The case arose under a newly enacted statutory scheme with little interpretive case law, creating significant uncertainty around statutory liability.
Working closely with our client, we developed a litigation strategy focused on clarifying the statute’s coverage and applying it to their role as a joint employer. We advanced a novel legal theory: because our client was not the “employer of record,” it did not fall within the statute’s definition of “employer” for purposes of the retaliation claim. We moved for summary judgment on that basis, supported by the statute’s structure, regulatory context, and legislative history.
The court agreed.
We obtained complete dismissal on summary judgment. This result underscores our firm’s ability to navigate new and developing legal frameworks—and to secure favorable outcomes in multiparty, high risk employment litigation.
