Contact
Paralegal for employer client related matters
Emily Caplinger
Paralegal for individual client related matters
Ellen Self (for employee client related matters)
Potential clients, please call our main line:
(503) 974-5015
Education
University of Michigan Law School
J.D., cum laude, 1993
Michigan Law Review, member
University of Georgia
B.A., magna cum laude, 1989
Bar Admissions
State Bar of Oregon
State Bar of Washington
U.S. District Court for the District of Oregon, 1994
U.S. District Court for the Eastern District of Washington, 2002
U.S. District Court for the Western District of Washington, 2004
U.S. Court of Federal Claims
U.S. Court of Appeals for the Ninth Circuit
Honors
Best Lawyers, Lawyer of the Year 2022, 2025
Chambers USA (Band 1)
College of Labor and Employment Lawyers
Martindale-Hubbell, AV Rating
Oregon Super Lawyers (Top 50 attorneys)
Honorable James M. Burns Federal Practice Award, Recipient (2013)
"Forty Under 40" Award, The Portland Business Journal (March 2005)
Courtney Angeli is one of the leading employment lawyers in Oregon. Before co-founding the firm, she was a partner at Stoel Rives LLP. She has extensive experience litigating employment cases and providing comprehensive employment law counseling and training to employers. She is past president of the Oregon Chapter of the Federal Bar Association. Courtney is a regular speaker and writer on employment law issues, and has made numerous joint presentations with federal judges for the Federal Bar Association. She is regularly quoted in the press for her opinion on employment law matters. Courtney has been elected to the College of Labor and Employment Lawyers, which recognizes her sustained outstanding performance in the profession, exemplifying integrity, dedication and excellence.
Courtney has extensive experience litigating employment cases through trial, having obtained favorable jury verdicts for her clients in both state and federal courts. She represents individuals in high profile and compelling cases. Courtney has been rated as one the top fifty lawyers in Oregon, one of the top twenty-five women lawyers in Oregon in Super Lawyers, and one of the top employment lawyers in the state. She is listed in Best Lawyers in America and is also highly rated by Chambers and Partners, which has noted her reputation as a "highly ethical" employment lawyer and "clever strategist" and praised her "amazing ability to size up a situation and decide on the appropriate response." In 2020, Courtney successfully obtained a Diversity and Inclusion certificate from Cornell University, completing coursework in improving engagement, counteracting unconscious bias, diversity and inclusion in the workplace, and assessing and fostering an inclusive culture. Courtney has also received the Senior Professional in Human Resources (SPHR) certification from the Human Resources Certification Institute (HRCI).
Courtney is very active in the Portland community and as a civic volunteer. She has served as a coach and serves as a volunteer judge for the “We the People” high school Constitution debate team, through Lincoln High School. She is on the board of directors of the Oregon Symphony, where she current serves as its vice-chair. She has twice served as the co-chair for the Oregon Symphony Gala, its annual Black tie fundraising event. Courtney serves on the board of directors of Arlington Club, a private social club founded in 1867 for Oregon local and community leaders. Courtney is a significant financial supporter of the Oregon Humane Society, where she serves on its marketing committee. Courtney serves as a mentor to many young lawyers and aspiring lawyers through numerous organizations, including the Oregon State Bar and the Multnomah Bar Association.
Represented Dr. F. King Alexander, former President of Oregon State University, in connection with his March 2021 separation from the university, as well as in connection with charges before the Oregon Ethics Committee (“OEC”). Following a hearing, the charges were dismissed by the OEC against Dr. Alexander with no adverse findings.
Tripwire, Inc. v. Rod M., Civil Case No. 3:17-cv-00180-SB (USDC Or. 2018) Obtained partial summary judgment on behalf of plaintiff-employer suing former employee for contractual violation; court upheld employer’s interpretation of meaning of non-solicitation provision of employment contract, leading to settlement agreement whereby employee agreed to pay Tripwire $100,000.
McLaughlin v. Wilson, 292 Or. App. 101 (May 31, 2018), following successful trial on behalf of a medical assistant against a surgeon on claim of defamation, based on his negative statements about her to a graduate school she had enrolled in following her complaint of harassment by him; on appeal, obtained reversal of previously-dismissed claim for unlawful retaliation against the surgeon with the Court of Appeals holding that anti-retaliation provisions of Oregon’s Fair Employment Practices Act applied to him, although he may not have been her “employer” at the time the negative comments were made.
Babcock v. Thermo Fluids, Inc., et al., Civil Case No. 1201-00235 (Multnomah County, 2012). Obtained summary judgment on behalf of defendant against claims by former employee of injured worker discrimination, disability discrimination, wrongful discharge, retaliation for opposing unlawful discrimination, and violation of the Oregon Family Leave Act.
Henderson v. JELD-WEN, inc., Civil Case No. 11-0250 (Deschutes County, 2012). Obtained summary judgment on behalf of manufacturer, with costs assessed against former employee alleging hostile work environment and intentional infliction of emotional distress.
Murray v. JELD-WEN, Inc., Civil Case No. (USDC M.D. Pa. 2011). Obtained summary judgment on behalf of defendant against claims by former employee of wrongful termination and Family and Medical Leave Act retaliation, with costs assessed against employee.
Clark-Scannell v. CH2M HILL, Inc., Civil Case No. 0910338 (Benton County 2011). Obtained summary judgment on behalf of environmental testing lab, with costs assessed against former temporary employee who claimed retaliatory discharge for whistleblowing complaints, use of the worker’s compensation system, and disability discrimination.
Merrill v. M.I.T.C.H. Charter School Tigard, Civil Case No. 10-cv-219-HA (USDC Or. 2010). With her partner Dana Sullivan, successfully obtained wage retaliation and breach of contract verdicts in favor of employee following 4-day federal court trial.
Loren v. Operations Management International, Inc., Civil Case No. 08-3567 (USDC N.D. Ga. 2010). Obtained summary judgment on behalf of multi-city municipal services administrator, with costs assessed against former employee who claimed gender and race discrimination, hostile work environment, retaliation and constructive discharge.
Cheeseman v. AmeriTitle, Civil Case No. 07-3094 (USDC E.D. Wa. 2010). Obtained summary judgment on behalf of defendant, with costs assessed against former employee who brought claims of racial/ethnic/gender discrimination, retaliation, wrongful discharge, defamation, invasion of privacy and intentional infliction of emotional distress. The U.S. Court of Appeals for the Ninth Circuit affirmed the trial court’s decision on March 12, 2012 (Case no. 10-35689).
Delcey v. A-dec, Inc., Civil Case No. 05-1728KI (D. Or. 2008). With her partner Paul Buchanan obtained defense verdict following jury trial on claims by former employee of discrimination based on age, national origin, and religion.
Stine v. Kaiser Foundation Health Plan of the Northwest, et al., 2007 WL 316357 (D. Or. 2007). Obtained summary judgment against claim by former employee on hybrid duty of fair representation claim, and obtaining order requiring plaintiff to pay in excess of $2,000 in costs to defendant-employer.
Walker v. Home Depot U.S.A., Inc., (Multnomah County Circuit Court No. 0504-04495) (Dec. 2006). Obtained defense verdict, returned in under one hour, following two-week jury trial of wrongful discharge claim asserted by transgender employee.
Baumgardner v. Smurfit-Stone Container Corp., Civil Case No. 04-730-JO (D. Or. 2006) Summary judgment in favor of client in multi-plaintiff case claiming violation of the Labor Relations Act and the Employee Retirement Income Security Act.
Walz v. Marquis Corp., 2005 WL 758253 (D. Or. 2005). Obtained summary judgment in favor of employer on claim of disability discrimination brought by insulin-dependent diabetic former employee.
Nelson v. Glass & Associates, et al., 2005 WL 1736465 (9th Cir. (Or.) 2005) Summary judgement affirmed for client charged with intentional interference with economic relations.
Sharber v. Spirit Mountain Gaming, Inc., 2003 WL 21147447 (9th Cir. (Or.) 2003) Affirming that exhaustion of tribal remedies must occur before tribal casino employee may bring action in federal court alleging FMLA violation.
Jenson v. P.C.C. Structurals, Inc., 2002 WL 31972398 (D. Or. 2002) Findings of fact in Equal Pay Act case following week-long bench trial denying substantial portions of plaintiffs' claims.
Hartung v. CAE Newnes, 2002 WL 31972394 (D. Or. 2002) Awarding costs in excess of $5,000 to prevailing defendant following successful jury trial of five-plaintiff age discrimination lawsuit in connection with group layoff.
Emami v. Newnes Machine, Inc., 1998 WL 426142 (D. Or. 1998) Holding settlement agreement enforceable against former employee.
Morgan v. N.W. Permanente, 989 F. Supp. 1330 (D. Or. 1997) Granting summary judgment against former employee's claims of disability discrimination relating to employee's alcohol use.
Co-Author, "Human Resources for the Entrepreneur," NW Women's Journal (May 2007)
Case Law Update, "In The District," Quarterly Newsletter of the Oregon Chapter of the Federal Bar Association (Spring 2007)
Chapter Author, "Employers Must Demonstrate Compassion and Candor in Dealing with Employees to Avoid Lawsuits and Liabilities," in Labor and Employment Settlements and Negotiations: Leading Lawyers on Employment Contracts, Workplace Discrimination, and Dispute Resolution (Inside the Minds series, 2006)
"Suit Highlights Disconnect Between Law and Real Life," The Business Journal (2004)
"The Importance of Rule 412 "The 'Rape Shield' Rule" in Employment Litigation," Quarterly Newsletter of the Oregon Chapter of the Federal Bar Association (Summer 2003)
"The Evolving Understanding of Workplace Harassment and Employer Liability Implications of Recent Supreme Court Decisions Under Title VII," 34 Wake Forest Law Review 55 (1999)
Oregon Association of Defense Counsel
Federal Bar Association
Oregon Law Institute
Oregon Bureau of Labor & Industries
Multnomah Bar Association
Society for Human Resource Management