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Corbin Carter

Associate

[email protected]

+1.212.692.6244

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Corbin counsels clients and litigates all types of employment disputes before federal and state courts. He has experience handling all stages of the litigation process and resolving disputes through mediations and settlements. His practice also encompasses negotiating and drafting employment and separation agreements; advising clients on compliance with federal, state, and local employment laws; and conducting internal investigations.

Prior to joining Mintz, Corbin was an assistant corporation counsel within the Labor and Employment Law Division of the New York City Law Department. In that role, he represented the city, its agencies, and its management employees in litigation and handled a broad range of employment matters.

While attending law school, Corbin served as a student legislative counsel with BU Law’s Legislative Policy & Drafting Clinic. He also had summer fellowships in Washington, DC, with the Office of Legal Counsel at the US Equal Employment Opportunity Commission and a public affairs firm. Additionally, he was an extern with the Boston Regional Solicitor’s Office of the US Department of Labor and the Massachusetts Office of the Inspector General.

In law school, Corbin served as managing editor of the American Journal of Law & Medicine and as a director of the J. Newton Esdaile Appellate Moot Court Program. He was also co-president of the Public Interest Project and treasurer of OutLaw, the school’s LGBTQIA+ student organization.

Education

  • Boston University School of Law (JD)
  • University of Oklahoma (BA)

Recognition & Awards

  • Dean's Award for E-Discovery Law, Boston University School of Law (2014)
  • Homer Albers Prize Moot Court Competition (2014)

Involvement

  • Member, New York City Bar Association
  • Member, The LGBT Bar Association of New York (LeGaL)

Recent Insights

News & Press

Viewpoints

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The New York City Council has expanded NYC’s Fair Chance Act to further restrict NYC employers from taking adverse actions against applicants or employees based on their criminal history.  The law will go into effect on or about July 28, 2021.  We highlight the changes in the law and action items below.

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New COVID-19 Stimulus Package Becomes Law: FFCRA Considerations for Employers

December 28, 2020 | Blog | By Corbin Carter, Michael Arnold

The new COVID-19 stimulus package is now law. As discussed herein, it provides some employers an incentive to extend COVID-19 related FFCRA leave benefits through Q1 2021.
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Governor Cuomo has announced new guidelines allowing travelers to New York to sidestep the State’s mandatory 14-day quarantine period by obtaining a series of negative COVID-19 diagnostic test results before and after arriving in New York. Previously, the State mandated a 14-day quarantine for travelers from an evolving list of “high-risk” states that had a high rate of COVID-19 positive testing per capita. Now, the new framework applies to travelers from all states in the U.S. except those that are contiguous with New York (Connecticut, Massachusetts, New Jersey, Pennsylvania, and Vermont), which are already exempt from the 14-day quarantine requirement.

The new protocol became effective Wednesday, November 4, 2020.
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New York State Addresses Paid Sick Leave Requirements in New Guidance

October 23, 2020 | Blog | By Brie Kluytenaar, Corbin Carter, Michael Arnold

This week, New York State issued guidance and an FAQ document regarding the State’s new paid sick leave law (“NYPSL”). As a reminder, New York State enacted statewide paid sick leave requirements for employers under Section 196-b of the New York Labor Law and they took effect on September 30, 2020. We provided an overview of the new NYPSL requirements for New York State employers in our previous post.
These permanent paid sick leave requirements (which differ from the COVID-19 quarantine leave measures that New York State enacted earlier this year) require New York employers to provide all employees with sick leave (which varies based upon the employer’s size), and grant employees the ability to use accrued sick time starting January 1, 2021.
The new guidance issued by New York State provides some clarity on select NYPSL topics, but leaves a number of questions unresolved. We provide a summary of key new information from the guidance for employers below:
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The New York State Paid Sick Leave Law’s accrual provisions go into effect today, September 30, 2020.  In April, Governor Cuomo signed into law new permanent paid sick leave requirements for all New York State employers (separate from COVID-19 leave which was passed in March and went into effect immediately).  Employees may begin using sick leave for purposes consistent with the law on January 1, 2021.  Although we expect the New York State Department of Labor to issue guidance or regulations on the new law, the agency has not done so to date.  We will continue to monitor for any updates. 

Meanwhile, the New York City Council swiftly passed an updated Sick and Safe Time law to align the City’s law more closely with the New York State sick leave law.  But there are some important differences with the State’s sick leave law.

Our full analysis of New York State’s new paid sick leave law can be found here.  More information on the City’s updated sick leave law, which also went into effect today, is addressed further below. 
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Return to Work COVID-19 Testing Considerations

August 10, 2020 | Blog | By Danielle Bereznay, Michael Arnold, Corbin Carter

As employees increasingly transition back into the physical workplace, employers have begun to grapple with whether and how to deploy COVID-19 diagnostic testing as a return-to-work solution. Many employers want to avoid extended employee quarantine or isolation requirements that prevent their employees from returning to the office for weeks and disrupt their operations. But is this potential solution legal? And is it effective? Below we discuss practical considerations for employers considering a return to work COVID-19 testing strategy.
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A New York State Trial Court judge recently ruled that an agreement between a company and an employee to arbitrate sexual harassment claims was unenforceable due to 2018 amendments to New York State’s Human Rights Law, which prohibit such arrangements. The decision creates a split in authority, as a 2019 decision by a judge in the Southern District of New York – a federal court – upheld the enforceability of such arbitration agreements, ruling that the Federal Arbitration Act (“FAA”) preempts the New York statutory prohibition. This decision also now creates some uncertainty around the viability of arbitration agreements in New York where employees agree to arbitrate discrimination claims. We summarize the decision below.
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Supreme Court Rules That Title VII Protects LGBTQ Employees

June 16, 2020 | Blog | By Corbin Carter, Michael Arnold

In a landmark opinion, the U.S. Supreme Court ruled that Title VII of the Civil Rights Act of 1964 protects gay, lesbian, and transgender employees from employment discrimination. The Court’s holding will have major implications for employers and LGBTQ employees in dozens of states where state and/or local law did not already prohibit discrimination on the basis of sexual orientation or transgender status.
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New York State Releases Reopening Guidance for Phase 2 Businesses

May 31, 2020 | Blog | By Corbin Carter, Michael Arnold, Jessica Catlow

New York State has issued industry-specific interim guidance for “Phase 2” businesses, which includes a number of “minimum requirements” certain businesses must meet before reopening their workplaces in light of COVID-19. The new Phase 2 guidance provides specific guidelines relating to office-based jobs (excluding medical offices); real estate services; select in-store retail; commercial building management; retail rental, repair and cleaning services; and vehicle sales, leases and rentals.  Importantly, this new guidance applies to “non-essential” businesses in these industries where regions are permitted to reopen, as well as “essential” businesses throughout the state that were previously permitted to remain open.  As various regions begin progressing through the reopening phases under the New York Forward initiative, businesses should become thoroughly familiar with these new obligations and begin taking steps toward achieving compliance.
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This week, the Centers for Disease Control and Prevention (the “CDC”) released interim guidelines addressing COVID-19 antibody testing. The CDC expressed concerns about the current accuracy of antibody testing and advised businesses against using the results of antibody testing (also known as serologic testing) to make any decisions about returning workers to the workplace.
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News & Press

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Mintz Member Katharine Beattie and Associate Corbin Carter were quoted extensively in an article published by EHS Today on legal considerations, best practices, and suggested policies for employers permitting telework to reduce the spread of the new coronavirus (COVID-19).