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Get in touch with Law Office of Richard T. Seymour, PLLC
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Call (202)785-2145
Home/Attorneys/Law Office of Richard T. Seymour, PLLC
Law Office of Richard T. Seymour, PLLC

Law Office of Richard T. Seymour, PLLC

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Attorneys

1717 K ST NW, Washington, DC, 20006

⚖️Free Consultation

As an arbitrator, mediator, advisor, and litigator, attorney Richard T. Seymour devotes his practice to resolving employment, commercial, health law, and civil rights disputes in Washington DC and globally. He has nearly 50 years of experience in litigation, class actions and complex civil litigation. He has represented clients who were sexually or racially harassed, or wrongly accused of harassment. His clients are usually employees, but sometimes are employers. As a neutral arbitrator or mediator, it is essential that he understands both sides.
Today, Richard Seymour routinely speaks across the country. He has written books for the American Bar Association Section of Labor and Employment Law, and is the former Chair of that Section. He contributes to Law360. He is on lists of arbitrators by the American Arbitration Association and the American Health Lawyers Association.
If you need a mediator or arbitrator for a dispute, or help with litigation or negotiation, contact us today.

Contact Information

(202)785-2145
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1717 K ST NW
Washington, DC 20006
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📚 Related legal guides

Background reading on the practice areas this attorney handles.

employment law
Employee Handbook Disputes in District of Columbia
District of Columbia employee handbooks can create implied contracts limiting at-will employment — but proper disclaimers preserve at-will status. NLRA also restricts certain handbook policies for employees.
employment law
LGBTQ+ Employment Discrimination in District of Columbia
District of Columbia LGBTQ+ employment discrimination is illegal under federal Title VII (per Bostock v. Clayton County 2020) + many state laws — sexual orientation + gender identity protected as "sex" discrimination.
employment law
Hostile Work Environment in District of Columbia
District of Columbia hostile work environment claims require severe + pervasive conduct based on protected status — but post-2024 EEOC guidance has lowered some threshold standards.

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