Earlier this month, Proskauer – along with co-counsel Disability Rights Advocates (“DRA”), a nationwide nonprofit disability rights legal center – obtained class certification in an important litigation in the U.S. District Court for the Northern District of Illinois, brought on behalf of pedestrians with visual disabilities in the metropolitan Chicago area.

Proskauer and DRA filed their complaint in September 2019 on behalf of three individual plaintiffs and the American Council of the Blind of Metropolitan Chicago (“ACBMC”).  The suit challenges the City of Chicago’s systemic failure to provide accessible crosswalk signals (known as accessible or audible pedestrian signals, or “APS”) for people who have vision impairments – a failure which violates both Title II of the Americans with Disabilities Act (“ADA”) and Section 504 of the federal Rehabilitation Act.  As of February 2022, only about 20 of the City’s approximately 2,800 signalized intersections were accessible to pedestrians with visual disabilities.  In other words, of the intersections that the City deemed unsafe for pedestrians absent a crossing signal, only about half of one percent are accessible for visually-disabled persons.

In September 2021, Plaintiffs moved to certify a class composed of individuals who are (a) blind or who have low-vision within the meaning of the ADA and Section 504, and (b) use the City’s signalized pedestrian intersections.  On March 4, 2022, District Court Judge Elaine E. Bucklo granted the motion and certified the class as defined.  In a memorandum opinion issued in connection with that order, Judge Bucklo considered and rejected the City’s chief arguments in opposition to class certification—that ACBMC is an inadequate class representative for various reasons, and that plaintiffs failed to establish the element of commonality necessary for class certification under Federal Rule of Civil Procedure 23.

As to adequacy, the Court rejected the City’s assertions that ACBMC “lacks the capabilities and organization necessary to serve as a class representative,” has an “inconsistent and minimal history of APS advocacy prior to this lawsuit,” and improperly filed this suit without first obtaining its membership’s approval by means of a vote.  The Court noted that “none of these arguments articulates a legally relevant basis for denying class certification,” given that the adequacy inquiry “focuses on whether the named plaintiffs: 1) have interests that conflict with the class as a whole, 2) are sufficiently interested in the case outcome to ensure vigorous advocacy, and 3) have class counsel that is competent and willing to vigorously litigate the case.”

With respect to commonality, the Court held that “[t]he City offered no authority or compelling argument to suggest that Plaintiffs’ claims are inappropriate for class certification because the common questions they identify are insufficiently specific.”  The Court further noted that the common questions Plaintiffs highlight in this case are defined at levels of generality similar to those in other cases where class certification has been granted.

Accordingly, Judge Bucklo concluded that the Plaintiffs had met their burden under Rule 23 for class certification.

This determination is an important first step toward obtaining much-needed relief for all blind or low-vision pedestrians who use the City of Chicago’s signalized pedestrian intersections.  Proskauer is proud to work alongside DRA to represent visually-impaired pedestrians of Chicago to promote equal access throughout the City.

[This is a follow-up to our September 26, 2019 blog post.]

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Photo of Nigel F. Telman Nigel F. Telman

Nigel F. Telman is the Managing Partner of the Firm’s Chicago office, leads the Employment practice in the Chicago office, and is co-head of the Labor Department’s national Employment Litigation & Arbitration Practice Group.

Nigel serves as a high-level strategic advisor to his…

Nigel F. Telman is the Managing Partner of the Firm’s Chicago office, leads the Employment practice in the Chicago office, and is co-head of the Labor Department’s national Employment Litigation & Arbitration Practice Group.

Nigel serves as a high-level strategic advisor to his clients on “bet the company” employment-related claims that often involve significant reputational risk. The nation’s leading organizations turn to Nigel to handle their most sensitive and challenging matters which, due to his involvement, often successfully result in non-public and confidential resolutions. When matters are unable to be settled, Nigel works with clients to strategically design a litigation strategy that advantageously positions them for successful dispositive motions, trial and the possibility of post-trial appeals.

A strategic advisor to boards and C-suite executives on the full spectrum of the employer/employee relationship, Nigel’s nationwide practice is concentrated in litigating single and class action disputes arising out of claims of workplace harassment and employment discrimination, and in handling confidential workplace investigations. In addition, Nigel has significant experience defending and enforcing Restrictive Covenant Agreements, as well as protecting employers’ trade secrets and other confidential information from misappropriation by former employees through the institution of emergency litigation seeking temporary and permanent injunctive relief. Nigel utilizes his experience litigating employment-related disputes to counsel clients on effective ways to avoid litigation. His counseling practice focuses on training and advising clients on ways to improve all aspects of the employment relationship, including techniques on how to make effective hiring decisions; reviewing and revising employment policies, practices and procedures; and advising on employee disciplinary matters, reductions in force and termination decisions.

Providing the highest level of strategic advice and execution across all phases of the employee lifecycle from hire to exit, Nigel represents clients in a range of industries before state and federal courts throughout the country as well as before the U.S. Equal Employment Opportunity Commission, state and local administrative agencies, and the American Arbitration Association.

Nigel is ranked by Chambers USA in Illinois for Labor & Employment and his clients praise him as being “business-savvy and delivering stellar results. He is an extremely effective negotiator and has the highest degree of integrity in all of his dealings.”

Photo of Edward Young Edward Young

Edward “Eddie” C. Young is a senior counsel in the Labor & Employment Law Department and a member of the following Firm practice groups: Restrictive Covenants & Trade Secrets; Discrimination, Harassment & Title VII; and Whistleblowing & Retaliation.

Eddie represents employers in all…

Edward “Eddie” C. Young is a senior counsel in the Labor & Employment Law Department and a member of the following Firm practice groups: Restrictive Covenants & Trade Secrets; Discrimination, Harassment & Title VII; and Whistleblowing & Retaliation.

Eddie represents employers in all aspects of employment law, with a concentration on litigating complex employment disputes of all types before federal and state courts throughout the country, the U.S. Equal Employment Opportunity Commission, state and local human rights commissions and arbitral tribunals (e.g., FINRA and AAA).  In particular, Eddie has successfully litigated employment-related disputes alleging breach of non-compete agreements, theft of trade secrets, discrimination, sexual harassment, whistleblower retaliation, wage and hour violations, including employee misclassification claims, breach of contract, defamation, fraud and other business-related torts.  Eddie has obtained a world-wide injunction to enforce a client’s non-competition restriction on a former executive, successfully defended a client through summary judgment and appeal against retaliation claims brought by a former General Counsel, represented Fortune 500 companies in defense of high-profile harassment claims associated with the #metoo movement, and provided representation to several professional sports leagues.  He also has significant appellate experience, including successfully representing clients before the U.S. Circuit Court of Appeals for the First, Second and Seventh Circuits, as well as before the United States Supreme Court.  Eddie often draws on his litigation experience to help clients avoid the courtroom by effectuating positive change in the workplace through impactful training, counseling and developing robust employment policies.

Working in a wide range of industries, Eddie represented clients in food services, financial services, medical devices, telecommunications, higher education, sports, retail, real estate and others.

Eddie has been recognized as “One to Watch” by Best Lawyers in America since 2021 and as a “Rising Star” by Super Lawyers since 2017. He also regularly advises clients, writes and speaks on cutting-edge legal issues, including the use of Artificial Intelligence in the workplace, and legal issues arising from the collection and use of employee biometric information.

Eddie maintains an active pro bono practice, including on-going representation of a certified class of approximately 65,000 visually disabled Chicagoans in litigation challenging the City’s lack of accessible pedestrian crosswalks.  Eddie is also a member of the Firm’s Pro-Bono Committee and is a three-time recipient of the Firm’s “Golden Gavel” award for his significant pro bono contributions.

Prior to joining Proskauer, Eddie was a cum laude graduate from Loyola University Chicago School of Law. He also obtained a Master’s Degree in Human Resources and Industrial Relations from Loyola University Chicago Graduate School of Business. He began his practice at a national management-side employment law firm, and has also worked in the corporate human resources department of a national tax consulting firm and as a Fellow with the Illinois Human Rights Commission.