Based on the latest PACER filings, EphBlog’s (anonymous) legal counsel reports:

Williams lawyers up — Daryl Lapp and Robert Young of Edwards Angell Palmer & Dodge. They have used EAPD at least once in the past — Beebe v. Williams College (wrongful termination).

Anyone know why Williams uses EAPD? What do our legal readers think this exercise will end up costing Williams?

Background on the Beebe case: pdf.

Plaintiff was employed by Defendant for nearly fifteen years before being fired on August 4, 2003. She had worked as a snack bar attendant and, later, as a custodian in the building and grounds department. (Complaint ¶¶ 6-7.) In the course of her employment, Plaintiff received a copy of Defendant’s employee handbook which contained a copy of its family and medical leave policies. (Id. ¶ 38.)

On occasion between January of 2002 and July of 2003, Plaintiff took paid and unpaid leaves to care for her minor children’s medical needs. (Id. ¶¶ 8-11.) Whenever Plaintiff had to miss work to provide such care, she gave notice as required by Defendant’s policies. (Id. ¶ 12.) On July 1, 2003, however, Plaintiff received a written warning for excessive use of unscheduled time-off, although the warning acknowledged that many of her absences were related to the care of her children. (Id. ¶ 15.)

On July 23, 2003, Plaintiff herself became ill and, but for one day, thereafter remained out of work until August 4, 2003. (See id. ¶¶ 16-25.) When Plaintiff returned to work, her supervisor informed her that she had been fired, handed her a final paycheck and gave her a letter indicating that her termination was the result of missing six days of work during the month of July. (Id. ¶¶ 26-28.)

Anyone know the backstory on this case? Beebe is a name with a long connection to Williams. Although Williams used (still uses?) EAPD in that case, the attorneys were different: Patricia M. Higgins and Judith A. Malone.