Mark C. Dean PHONE EMAIL LICENSURE EDUCATION
| Associate
(304) 353-8105
[email protected] WV J.D. West Virginia University
Mark focuses his practice in the area of labor and employment law. He regularly defends employers – both public and private sector – in employment-related lawsuits in the state courts of West Virginia and the federal District Court for the Southern District of West Virginia, as well as charges filed before the West Virginia Human Rights Commission, the West Virginia Public Employees Grievance Board, and the federal Equal Employment Opportunity Commission. Prior to joining Steptoe & Johnson, he served as in-house employment counsel to the West Virginia Division of Highways.
REPRESENTATIVE EXPERIENCE Sought summary judgment for a public university regarding allegations of race and sex discrimination under the West Virginia Human Rights Act Represented clients in various claims of discrimination before the West Virginia Human Rights Commission Litigated various employment-related appeals from administrative tribunals to circuit court, and from circuit court to the West Virginia Supreme Court of Appeals Drafted drug-free workplace and testing policy for a large state government agency Sought summary judgment for a public university regarding allegations of breach of contract, fraud, and discrimination on the basis of disability and national origin
WORK EXPERIENCE 2014
Steptoe & Johnson PLLC
2012-2014
West Virginia Division of Highways, Legal Division
RECENT PUBLICATIONS / SPEAKING ENGAGEMENTS CONGRESS MAY BAN ARBITRATION OF GENDER HARASSMENT AND DISCRIMINATION CLAIMS EEOC V. ABERCROMBIE & FITCH: RELIGIOUS APPAREL CLASHES WITH POTENTIAL EMPLOYER’S FASHION SENSE EEOC: TITLE VII PROHIBITS DISCRIMINATION BASED ON SEXUAL ORIENTATION GESUNDHEIT: EMPLOYER GUIDANCE ON FLU SHOT POLICIES
Every legal matter is different. The outcome of each legal case depends upon many factors, including the facts of the case, and no attorney can guarantee a positive result in any particular case. Prior results do not guarantee a similar outcome.
Mark C. Dean, Associate www.steptoe-johnson.com
MACY’S, INC.: A CAUTIONARY TALE ON EMPLOYEE HANDBOOK PROVISIONS NEW YEAR’S RESOLUTIONS: THE EEOC’S FOCUS ON WORKPLACE HARASSMENT IN 2015 NO MORE BUSCH IN THE GARDENS: THE NLRB DISCARDS 37 YEARS OF PRECEDENT PROTECTING WITNESS STATEMENTS OSHA EXPANDS RETALIATION AND DISCRIMINATION PROTECTIONS POWDER KEG: ISSUES WHEN CONSIDERING A WORKPLACE FIREARMS POLICY READ ALL ABOUT IT: EEOC EMPLOYER POSITION STATEMENTS NOW AVAILABLE TO CHARGING PARTIES SEVENTH CIRCUIT: SEXUAL ORIENTATION NOT PROTECTED UNDER TITLE VII STRANDED IN A WINTER WONDERLAND: COMPENSABILITY OF TIME FOR EMPLOYEES STUCK AT WORK THE HUNTING OF THE FACEBOOK “LIKE” BEWARE THE CONCERTED-ACTIVITY BOOJUM Co-author, “Reductions in Force: Factors to Consider in Order to Avoid Liability to Laid-Off Employees,” Energy & Mineral Law Foundation, 36th Annual Institute, Amelia Island, FL, 36 Energy & Min. L. Inst. 375 (2015)
MEMBERSHIPS AND AWARDS PROFESSIONAL
Associate Editor, West Virginia Law Review, Vol. 113 Senior Research Editor, West Virginia Law Review Vol. 114 CALI Award in Natural Resources
Every legal matter is different. The outcome of each legal case depends upon many factors, including the facts of the case, and no attorney can guarantee a positive result in any particular case. Prior results do not guarantee a similar outcome.
Mark C. Dean, Associate | Page 2 www.steptoe-johnson.com