Duane Morris Settled Lawsuit Over Partner Status
The firm reached an agreement in a case involving the classification of non-equity partners.
Updated on Sept. 24, 2026 in Human Resources
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Duane Morris has reached a settlement in a lawsuit filed by former attorney Meagan Garland. The litigation centered on allegations that the firm misclassified lawyers as partners to shift expenses.
Why it matters
The case highlights concerns regarding the classification of non-equity partners and the potential for firms to burden employees with partnership expenses. This settlement concludes over two years of legal proceedings.
The lawsuit spanned more than two years before the parties notified the court of an agreement. Final terms remain under negotiation between the parties.
The players
Duane Morris
This global law firm provides legal services across a wide range of practice areas and industries.
Meagan Garland
She is a former employment attorney who initiated legal action against her former employer.
The details
Meagan Garland alleged that Duane Morris improperly misclassified lawyers as partners, which effectively required them to cover partnership expenses without receiving the financial benefits of equity status. The firm and Garland informed the court of the settlement on Wednesday.
Timeline
September 23, 2026: Parties informed the Southern District of California court of the settlement agreement.
Market Landscape
This settlement aligns with ongoing industry debates regarding the boundaries of partner status in large law firms. It reflects a broader trend of legal professionals challenging traditional firm structures that shift financial risks to non-equity staff.
For legal professionals and employees, the case underscores the importance of understanding the specific financial implications of partner versus employee classifications. It may encourage firms to clarify their internal compensation and expense structures to avoid future litigation.
The takeaway
This case serves as a reminder for employees to verify the fiscal obligations tied to their job titles. Professionals should ensure their classification accurately reflects their financial risk and reward profile within an organization.
Further reading
Learn more about labor disputes and workplace status in California Human Resources.
Source note: This article includes information reported by Bloomberglaw.
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