About

morris e. Fischer

Morris E. Fischer, LLC is a full-service employment law firm representing federal employees, private sector employees and companies in the areas of employment law. We concentrate in the areas of Wrongful Termination and Suspension, M.S.P.B. and EEO cases, Disability Discrimination, Sexual Harassment, Retaliation, Severance Package negotiations and Performance Improvement Plans (“PIP).

National Recognition:

Our law firm has garnered national media attention. In Hayes v. Napolitano, Civil Action No. 12-825 (ABJ) (2012), I represented New York City, Immigration and Customs Enforcement (“ICE”) Chief against DHS Secretary Janet Napolitano’s Chief of Staff. in a sexual harassment case which was covered by NBC, CNN, Fox News, The Wall Street Journal, The New York Times, Chicago Tribune, Los Angeles Times, and The Washington Post. The case resulted in the Chief of Staff resigning and a $175,000 settlement without Mr. Hayes being forced to resign.

In Keegan v. Social Security Administration, MSPB No. PH-1221-15-0121-W-1, K I represented my client Michael Keegan before the United States Senate Committee on Homeland Security and Governmental Affairs. Mr. Keegan’s testimony pertained to the Social Security Administration misleading Congress as to the need for $500,000,000 to replace the National Computer Center, when no such outlay was needed and the actual building was never replaced. The case made national news as well.

In another national case, Taylor Johnson v. Department of Homeland Security, M.S.P.B, Case No: SF-0752-16-0320-I-1, we represented Senior Immigration and Enforcement Agent, Taylor Johnson, who reported extensive abuse of the EB-5, USCIS Immigrant Investor Program regarding the refurbishing of a Las Vegas casino, headed by an investor group, represented by Rory Reid, Esq., son of U.S. Senate Minority leader, Harry Reid (D-NV). Ms. Johnson testified before the U.S. Senate Committee on Homeland Security and Governmental Affairs regarding her whistle blower matter. The matter was resolved to the satisfaction of the parties.

Other Recent Significant Cases

Leland L. Cogdell, Jr. V. Emily Murphy, United States District Court, District of Columbia, Civil Action No: 19-2462 (RC) (2024). Represented GSA employee with multiple disabilities including severe ADHD and autism who was denied a job coach as a reasonable accommodation request submitted by his psychotherapist. The government failed to respond to the request and contended that its other accommodations satisfied the request. Prior to retaining Morris E Fischer, LLC, Mr. Cogdell litigated his case, with a well-known, competitor law firm and lost before the EEOC and lost at hearing. The federal case, the case in which we provided representation, involved four expert witnesses, including two psychiatrists, who each provided very complicated medical testimony on psychiatric testing and treatment, and two Summary Judgment motions made by the government that were both successfully defended. This resulted in a favorable settlement for our client.

Victor McKoy V D.C. Department of Employment Services, OEA Matter 1601-0053-22 (2025). Prevailed on Summary Judgment on a wrongful termination due to disability and failure to grant a reasonable accommodation.

Nicole Nualart v. Deparetment of Homeland Security, M.S.P.B. No. DC-0752-23-0084-I-2 (2024). Prevailed on an MSPB decision mitigating a termination to a twenty one day suspension and reversed a lack of candor charge.

Quentin Borges-Silva v. Environmental Protection Agency – EEOC Hearing No: 57-2020-00896. (2022). Mr. Borges-Silva was a high performing communications officer in the EPA’s Office of Pesticide Programs. He was the chief agent responsible for responding to webmail, national press inquiries and the production of press packages for high level pesticide developments. A new supervisor somehow found my client’s work substandard and began nit-picking at his webmail responses that were otherwise excellent. Four female co-workers testified in Mr. Borges-Silva’s overwhelming knowledge, congeniality, excellent work habits and his teamwork. When my client complained about gender discrimination, he was placed in an Opportunity to Demonstrate Acceptable Performance (“ODAP”) (the EPA’s version of a Performance Improvement Plan). the Court found that my client was a victim of Title VII discrimination, retaliation. and that he should have never been placed on the ODAP.

Lauren Marsh v. Montana Apothecary, LLC, 24-cv-02566-ACR, (2025). Lauren’s ordeal began when she was subjected to sexual harassment and discrimination during her tenure at AltSol. Despite the gravity of her allegations, including violations of the District of Columbia Human Rights Act and wage laws, her previous attorney withdrew from the case, leaving her feeling hopeless and without representation. Undeterred, Lauren sought new legal counsel and found her way to our firm. Recognizing the merit in Lauren’s case, we were determined to advocate for her rights. We established a fee arrangement that was mutually beneficial, ensuring that Lauren could pursue her case without additional financial strain. Our team then successfully defended against a vicious motion to dismiss and a call for sanctions against both Lauren and our firm, demonstrating our commitment to her cause. Through diligent legal research and strategic negotiation, we fought tirelessly to reach a favorable settlement. The resolution not only addressed her financial concerns but also provided her with a sense of justice and closure.

Significant Defense Cases:

Robinson v. Ergo Solutions, LLC United States District Court, District of Columbia, 14-00379-JDB (2018). We represented the DEFENDANT, Ergo Solutions, Inc., against a former employee who asserted a retaliation claim for filing an EEOC charge and subsequently having her telework removed. After three years of litigation, we obtained a DEFENDANT’S VERDICT, at the close of a three-day jury trial in Washington, DC. The jury found for our client in that Ergo Solutions, Inc. had valid reasons for removing the employee’s telework, completely unrelated to her EEOC claims.

Smith v. Ergo Solutions, LLC, United States District Court, District of Columbia, 14-cv00382-JDB. Another jury trial win defending the company on sexual harassment and gender discrimination charges. In a four and a half day grueling jury trial, the plaintiff alleged that the Ergo Solutions C.E.O. had created a hostile work environment, made numerous unwanted propositions her for sexual activity, sent unwanted, lewd sexual pictures and that Ergo terminated her job after her refusals. The plaintiff sued the company and the C.E.O. individually. After an hour and a half of deliberations, the jury returned a DEFENDANTS’ VERDICT.

Acosta v. Sagres Construction Corp. et al, Circuit Court, Prince George’s County, Case No: C-16-CV-24-000531. Currently representing Genesis Construction Management Group, LLC in a sexual harassment case.