People: Alex S. Drummond, Partner

Photo of Alex S. Drummond, Partner

Alex S. Drummond

Partner

Atlanta
Direct: (404) 881-5467
Fax: (404) 892-7056
0

Alex Drummond is a partner and an experienced litigator in the Labor and Employment group in Seyfarth Shaw’s Atlanta office.  His practice includes the representation of management in employment litigation matters before state and federal courts, at trial and appellate levels, as well as federal and state agencies, including the Equal Employment Opportunity Commission and the Florida Commission on Human Relations.  In this role, Mr. Drummond has extensive experience defending multi-plaintiff discrimination/harassment cases, class and/or collective actions, as well as lawsuits initiated by the EEOC.

Mr. Drummond has represented employers in class and collective actions and multi-plaintiff claims involving discrimination/harassment on the basis of age, race, national origin, and other protected classifications.  He has leveraged this experience with the talents of others operating in high impact class-action teams to secure dismissal of substantial multi-plaintiff claims.  In addition, when it has advantaged the employer, Mr. Drummond has structured complex case-resolution strategies for the efficient disposition of otherwise costly actions.

Among his various cases, Mr. Drummond has been instrumental in representing Sterling Jewelers in the largest current pending EEOC discrimination lawsuit in the country entitled EEOC v. Sterling Jewelers Inc.  In that case, which involved claims of systemic gender discrimination in pay and promotions, the Seyfarth team recently fractured the case by defeating the EEOC’s “punitive damages bifurcation” theory, which is reported at EEOC v. Sterling Jewelers Inc., 2011 U.S. Dist. LEXIS 44255 (W.D. NY April 25, 2011).  This is the first ruling that ever defeated this tactic of the EEOC.

Mr. Drummond’s class experience also includes a significant understanding of emerging discovery and electronic discovery issues.  He has managed large scale discovery in class actions and in EEOC-initiated lawsuits, and has helped secure ground-breaking discovery decisions in such cases, including in EEOC v. Kaplan Higher Education Corporation, 2011 U.S. Dist. LEXIS 57829 (N.D. OH May 27, 2011), where the Court compelled the EEOC to produce a Rule 30(b)(6) witness to testify about the Commission’s own hiring practices.  This is the first ruling that ever held that the EEOC’s own employment practices are relevant to show a business necessity in disparate impact cases.

Mr. Drummond also has extensive experience litigating against the Equal Employment Opportunity Commission, both at the early charge stage, administrative subpoena enforcement actions, and in large-scale EEOC pattern-and-practice litigation.  When the EEOC has resorted to litigation, Mr. Drummond has defended our clients against these often high-profile systemic cases, working with any number of class action teams to achieve efficient and effective case resolution. 

Beyond this complex litigation experience, Mr. Drummond also serves as the firm’s Atlanta office coordinator for the Single-Plaintiff Litigation Practice Group.  As a member of this Practice Group, he has defended employers ranging from Fortune 100 companies to small businesses against the full spectrum of cases involving allegations of discrimination, harassment, and retaliation, as well as employment related breach of contract and tort claims.  In addition, he represents parties in non-competition, non-solicitation, and other restrictive covenant claims.  Mr. Drummond has argued before federal appellate courts and has obtained successful results for our clients, including a favorable decision for a large national retailer in a complex disability case that was featured prominent employment law publications.

Mr. Drummond has served as chapter co-chair and assistant associate editor for the 2002 Supplement to the Lindemann & Grossman’s Employment Discrimination Law treatise.  He has given numerous speeches and presentations on employment law issues, including on best practices in litigating collective actions under the ADEA, and has authored various postings in the Firm’s new Class Action Blog at www.workplaceclassaction.com.

Alex Drummond is a partner and an experienced litigator in the Labor and Employment group in Seyfarth Shaw’s Atlanta office.  His practice includes the representation of management in employment litigation matters before state and federal courts, at trial and appellate levels, as well as federal and state agencies, including the Equal Employment Opportunity Commission and the Florida Commission on Human Relations.  In this role, Mr. Drummond has extensive experience defending multi-plaintiff discrimination/harassment cases, class and/or collective actions, as well as lawsuits initiated by the EEOC.

Mr. Drummond has represented employers in class and collective actions and multi-plaintiff claims involving discrimination/harassment on the basis of age, race, national origin, and other protected classifications.  He has leveraged this experience with the talents of others operating in high impact class-action teams to secure dismissal of substantial multi-plaintiff claims.  In addition, when it has advantaged the employer, Mr. Drummond has structured complex case-resolution strategies for the efficient disposition of otherwise costly actions.

Among his various cases, Mr. Drummond has been instrumental in representing Sterling Jewelers in the largest current pending EEOC discrimination lawsuit in the country entitled EEOC v. Sterling Jewelers Inc.  In that case, which involved claims of systemic gender discrimination in pay and promotions, the Seyfarth team recently fractured the case by defeating the EEOC’s “punitive damages bifurcation” theory, which is reported at EEOC v. Sterling Jewelers Inc., 2011 U.S. Dist. LEXIS 44255 (W.D. NY April 25, 2011).  This is the first ruling that ever defeated this tactic of the EEOC.

Mr. Drummond’s class experience also includes a significant understanding of emerging discovery and electronic discovery issues.  He has managed large scale discovery in class actions and in EEOC-initiated lawsuits, and has helped secure ground-breaking discovery decisions in such cases, including in EEOC v. Kaplan Higher Education Corporation, 2011 U.S. Dist. LEXIS 57829 (N.D. OH May 27, 2011), where the Court compelled the EEOC to produce a Rule 30(b)(6) witness to testify about the Commission’s own hiring practices.  This is the first ruling that ever held that the EEOC’s own employment practices are relevant to show a business necessity in disparate impact cases.

Mr. Drummond also has extensive experience litigating against the Equal Employment Opportunity Commission, both at the early charge stage, administrative subpoena enforcement actions, and in large-scale EEOC pattern-and-practice litigation.  When the EEOC has resorted to litigation, Mr. Drummond has defended our clients against these often high-profile systemic cases, working with any number of class action teams to achieve efficient and effective case resolution. 

Beyond this complex litigation experience, Mr. Drummond also serves as the firm’s Atlanta office coordinator for the Single-Plaintiff Litigation Practice Group.  As a member of this Practice Group, he has defended employers ranging from Fortune 100 companies to small businesses against the full spectrum of cases involving allegations of discrimination, harassment, and retaliation, as well as employment related breach of contract and tort claims.  In addition, he represents parties in non-competition, non-solicitation, and other restrictive covenant claims.  Mr. Drummond has argued before federal appellate courts and has obtained successful results for our clients, including a favorable decision for a large national retailer in a complex disability case that was featured prominent employment law publications.

Mr. Drummond has served as chapter co-chair and assistant associate editor for the 2002 Supplement to the Lindemann & Grossman’s Employment Discrimination Law treatise.  He has given numerous speeches and presentations on employment law issues, including on best practices in litigating collective actions under the ADEA, and has authored various postings in the Firm’s new Class Action Blog at www.workplaceclassaction.com.

Education

  • J.S., Georgetown University Law Center (2000)
  • B.S., University of Florida (1997)
    cum laude

Admissions

  • Georgia
  • Florida

Courts

  • Supreme Court of Georgia
  • Georgia Court of Appeals
  • U.S. Court of Appeals for the Eleventh Circuit
  • U.S. Dist. Courts for the Southern, Middle, and Northern District of Florida
  • U.S. District Court for the Middle and Northern Districts of Georgia
  • U.S. District Court for the Eastern District of Tennessee
     

Affiliations

  • American Bar Association (Labor and Employment and Appellate Sections)
  • Florida State Bar Association
  • Georgia State Bar Association
  • Georgia Hispanic Bar Association
     

Representative Engagements

Representative Complex& Multi-Plaintiff Cases

  • Ospina & Lima v. Starwood, (S.D. FL) Multi-plaintiff case involving race (Hispanic) discrimination.
  • Moody et al. v. InTown Suites, (N.D. GA)  Thirteen plaintiff case involving allegations of race discrimination.
  • Howard & Martin v. InTown Suites, (N.D. GA)  Multi-plaintiff case involving allegations of race discrimination. 
  • Grimsley v. TJX Companies, Inc. et al., (11th Cir.)  Affirming summary judgment to employer on employees claim of disability and race discrimination.
  • EEOC v. Sterling Jewelers Inc., (W.D. NY)  The largest current pending EEOC discrimination lawsuit in the country, involving claims of systemic gender discrimination in administration of pay and promotions.
  • Jock et al. v. Sterling Jewelers Inc. (AAA)  Companion class arbitration involving claims of systemic gender discrimination in administration of pay and promotions.
  • EEOC v. Kaplan Higher Education Corporation, (N.D. OH)  EEOC-initiated lawsuit claiming employer’s use of credit checks adversely impacted African-American employees and applicants. 
  • Copp et al. v. American Republic Insurance Co. et al., (S.D. LA)  Putative Rule 23 class action by former insurance agents challenging policies related to commission payments and debt-collection practices.
  • Copp et al. v. American Republic Insurance Co. et al., (S.D. LA) (Copp II)  Companion case by former insurance agents challenging policies related to commission payments, debt-collection practices, and income reporting practices.
  • Scott et al. v. Family Dollar Stores, Inc., (W.D. NC)  Putative class action involving claims of systemic gender discrimination in administration of pay. 
  • Bouder et al. v. Prudential Insurance Co., (D. NJ)  Putative class and collective action challenging various pay practices. 
  • Llano et al. v. H&R Block Enterprises, (S.D. FL)  Collective action under the FLSA filed by group of tax preparers claiming failure to pay overtime wages. 
  • Chancey et al. v. McKesson Information Solutions LLC, (N.D. GA)  Putative collective action under the ADEA involving claims of age discrimination in performance review practices. 
  • EEOC v. United HealthCare, .(S.D. FL)  Same-sex sexual harassment lawsuit filed by EEOC on behalf of terminated account executive. 

Presentations & Publications

  • “Workplace Privacy,” Sterling Education Services, Inc. (December 2012)
  • “Disabilities Protections Now Broader than Ever:  The EEOC’s New Regulations Under the ADA Amendments Act,” BNA Corporate Counsel Weekly (April 13, 2011)
  • “New ADA Enforcement Emphasis: What To Watch Out For,” SafetyPro National Webinar (February 11, 2011)
  • “The Intersection Between the ADA, the FMLA, and Workers’ Compensation Laws,” (various fora and events)
  • “What Happens If I Get Sued?,” The Research Institute, Atlanta, GA (January 17, 2007)
  • “Basic Training: A General Overview of Federal and State Employment Law,” Compliance Boot Camp for the HR Professional, Dalton, GA (April 3, 2007)

Accolades

  • Selected as a Georgia Super Lawyer (2015)