Deborah K. Marcuse

Deborah Marcuse Sanford Heisler Sharp
Deborah K. Marcuse
Baltimore Managing Partner

(410) 834-7415

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Deborah K. Marcuse is the Managing Partner of Sanford Heisler Sharp’s Baltimore, Maryland office. She received her law degree from Yale Law School in 2008.

Meet Deborah Marcuse

Meet Deborah Marcuse

Sanford Heisler Sharp, and, particularly, Deborah Marcuse, can be compared to a first rate physician: the client is treated not just for the ailment, but the attention and service encompasses the entire body. No issue is too mundane for Deborah and she is available 24/7 no matter the issue. Suzy Reingold, Commercial Real Estate

Sanford Heisler Sharp unites a passion for justice for employees with uncommon legal skill. It produces a superb work product even under extremely challenging time constraints. We found Sanford Heisler Sharp to be very responsive, able, and swift. We recommend them to anyone. Deborah Marcuse is a subtle negotiator with excellent judgment and a wide knowledge of the courts, the experts, and the law. Legal Momentum, The Women’s Legal Defense and Education Fund

Deborah K. Marcuse is the Managing Partner of Sanford Heisler Sharp’s Baltimore office and a co-Chair of the firm’s Title VII Practice. She represents employees in individual and class actions addressing a wide range of employment disputes, including suits alleging discrimination, unlawful termination, unlawful denial of promotions, unequal pay, wage and hour violations, and hostile work environments related to race, gender, age, national origin, sexual orientation, pregnancy, religion, and disability. Deborah has negotiated and secured significant monetary awards for law firm partners and associates, high level corporate executives and other clients with discrimination, harassment, and retaliation claims in the legal, pharmaceutical, financial, manufacturing and commercial real estate sectors.

She is currently Lead Counsel in  Does v. Morrison & Forster LLP (N.D. California) a gender, pregnancy and maternity discrimination class action on behalf of female attorneys at the BigLaw giant, and Smith, et al. v Merck & Co., Inc. (D.N.J.), a gender discrimination class action filed on behalf of thousands of female pharmaceutical sales representatives nationwide.

Among her individual employment cases, Deborah represents the former Head of Americas Research at Cushman & Wakefield in a lawsuit alleging age and gender discrimination and retaliation by the commercial real estate behemoth. She also represents current and former female partners and associates at several of the most prominent law firms around the country in their individual and class claims of gender discrimination and retaliation against their employers.

As part of the firm’s Criminal/Sexual Violence practice, Deborah also represents students and professors at secondary schools and universities who have been victims of sexual harassment, sexual assault, other forms of gender discrimination and retaliation, in violation of Title IX and other federal and state laws.

Deborah regularly speaks on issues relating to employment discrimination and class action practice, including pay equity and the particular challenges faced by women in the legal industry. She is actively involved in the National Employment Lawyers’ Association, where she serves as a co-Chair of the Class and Collective Action Practice Group. Deborah has co-authored Supreme Court amicus briefs on behalf of women’s rights organizations and individuals in Mach Mining v. Equal Employment Opportunity Commission, and on behalf of LGBT student organizations at undergraduate, graduate, and professional schools in Obergefell v. Hodges.

Prior to joining Sanford Heisler Sharp, Deborah led the City of New Haven’s Reentry Initiative as an Arthur Liman Public Interest Fellow. She was awarded the Frances Wayland Prize for her work with the Jerome N. Frank Legal Services Organization at Yale Law School, where she represented incarcerated individuals and persons in immigration detention. Before becoming a lawyer, Deborah studied religion and moral regulation at Duke University, where she received a Ph.D. in Religion.

Education

  • J.D., Yale Law School, 2008
  • Ph.D. Duke University, 2005
  • B.A., Yale University, 1997, cum laude

Clinics

  • Student Director, Prison Legal Services Clinic – Jerome N. Frank Legal Services Organization, Yale Law School
  • Complex Federal Litigation Clinic – Jerome N. Frank Legal Services Organization, Yale Law School
  • Worker and Immigrant Rights Advocacy Clinic – Jerome N. Frank Legal Services Organization, Yale Law School

Bar Admissions

  • Connecticut, 2008
  • New York, 2010
  • District of Columbia, 2010
  • Pennsylvania, 2016

Court Admissions

  • U.S. Supreme Court
  • U.S. Court of Appeals for the Second Circuit
  • U.S. District Court for the Eastern District of New York
  • U.S. District Court for the Southern District of New York
  • U.S. District Court for the Western District of Pennsylvania
  • U.S. District Court for the District of Connecticut

Memberships & Activities

  • American Bar Association Employee Rights and Responsibilities Committee
  • National Employment Lawyers’ Association (Co-Chair, Class Action Practice Group)

Jones Day Gender Discrimination/Retaliation Action

Case Description Case Type: Gender Discrimination/Retaliation Company: Jones Day

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Morrison & Foerster Gender, Pregnancy, and Maternity Discrimination Class and Collective Action

The Complaint, which is filed on behalf of three female associates currently employed at MoFo, alleges the international law firm practices systemic gender discrimination against female lawyers, particularly those who are pregnant or have children.

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Merck Gender Pay, Promotion and Pregnancy Discrimination Class Action

This gender discrimination class action against pharmaceutical giant Merck & Co., Inc. was originally filed by Plaintiff Kelli Smith in May 2013 in the U.S. District Court for the District of New Jersey. In January 2014, four additional class representatives from around the country joined the suit as plaintiffs alleging pay, promotion and pregnancy discrimination against the company.

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Forest Laboratories Gender Discrimination Class Action – $4 Million Settlement

In July 2012, Sanford Heisler Sharp, LLP filed a $100 million class action lawsuit against Forest Laboratories, Inc., and Forest Pharmaceuticals, Inc. (“Forest”) in federal court in New York, alleging, among other claims, that Forest discriminates against its female Sales Representatives by paying them less than their male counterparts. The Plaintiffs also allege claims of failure to promote, discrimination based on pregnancy and maternity leave, sexual harassment, and retaliation. In 2014, the Court denied Forest’s attempt to dismiss the Plaintiffs’ claims, and in 2015 the Court conditionally certified a class under the Equal Pay Act (EPA).

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Maria Sicola v. Cushman & Wakefield, Inc.

The complaint alleges that the shocking decision to terminate Ms. Sicola and promote Mr. Thorpe in her place was the culmination of years of unlawful discrimination based on gender and age to which C&W’s all male global leadership team subjects women over 40.

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  • Maryland Rising Star Super Lawyer, 2018
  • September 13, 2018, Presenter
    Practising Law Institute, "Cutting-Edge Employment Law Issues: The CA Difference"
  • August 16, 2018, Panelist
    San Diego Chapter of the Federal Bar Association, Equality in the Law Conference
  • February 2018, Presenter
    “Managing the Haystack: How to Get the Most Out of Electronic Discovery,” Sixteenth Annual Impact Fund Class Action Conference, San Francisco, CA
  • February 2018, Presenter
    “Intersection Between Religious and Moral Liberty and Benefits,” American Bar Association Employee Benefits Committee, Midwinter Meeting, Clearwater, FL
  • June 2017, Moderator/Presenter
    “Title VII & The Equal Pay Act: Dynamic Duo When Challenging Sex Discrimination in Compensation,” National Employment Lawyers’ Association 2017 Convention, San Antonio, TX
  • March 2016, Presenter
    “Big Data and Wearable Technology in the Workplace: If the Fit Bit Fits, Wear It,” American Bar Association Employee Rights and Responsibilities Committee, Midwinter Meeting, New Orleans, LA
  • Brief of Amici Curiae LGBT Student Organizations at Undergraduate, Graduate, and Professional Schools in Support of Petitioners, Obergefell v. Hodges, March 6, 2015.
  • Brief of Amici Curiae Women’s Rights Organizations and Individuals in Support of Respondent, Mach Mining, LLC v. EEOC, November 3, 2014.
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