Chicago IL 60606
- Disability & Leave Management
- ERISA/Employee Benefits Litigation
- Appellate Litigation
- Labor & Employment
- Counseling & Compliance
- Employment Litigation
- J.D., University of Chicago Law School, 2008
- B.A., Stanford University, 1996
Bar & Court Admissions
- U.S. District Court for the Northern and Central Districts of Illinois
- U.S. District Court for the Northern and Southern Districts of Indiana
- U.S. District Court for the Northern and Southern Districts of Ohio
Lindsey M. Marcus
Lindsey represents both public and private sector employers in a range of employment and labor relations matters. She concentrates her practice on litigation, arbitration, and counseling in areas including discrimination, harassment, retaliation, wage and hour issues, leave management issues, and restrictive covenant/non-compete agreements. Lindsey also has significant experience in complex litigation matters such as class/collective actions and ERISA lawsuits. She has trial experience in federal court and at the agency level.
In 2015 Lindsey received the prestigious Award for Excellence in Pro Bono Service from the Northern District of Illinois in conjunction with the Federal Bar Association. The award was for her incredibly dedicated work in prosecuting a pro bono employment discrimination case that was assigned to the firm by the Court in 2012 and went to trial in January 2015.
Prior to joining the firm, Lindsey was an associate at Winston & Strawn LLP, where she practiced labor and employment law. She also served as a law clerk to the Honorable James B. Moran of the U.S. District Court for the Northern District of Illinois from 2008 to 2009.
Lindsey is a member of the Board of Directors of Personal PAC. When not running after her two young sons, she enjoys cycling, traveling, and studying foreign languages.
- Relying on the Supreme Court’s Ruling in Mach Mining, Illinois Court Holds that the Sufficiency of an EEOC Investigation is not Judicially Reviewable
- A Review of the Supreme Court’s 2014-2015 Term
- Court Reaffirms Viability of Disparate Impact Theory in Discrimination Cases
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