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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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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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Part Nine of the COVID-19 Roadmap Series: Ensuring Compliance – Leave Management

May 18, 2020 | Blog | By Corbin Carter, Natalie Young, Michael Arnold, Andrew Matzkin

As management and human resources professionals are well aware, COVID-19 has drastically and rapidly impacted the workplace. Among other things, employees require more flexibility, employers are increasingly reliant upon remote work arrangements, and legislative and administrative responses to the pandemic from various levels of government have created new requirements for businesses, including new leave entitlements for employees. In Part Nine of our Roadmap Series, we explore key considerations surrounding leave management and compliance as employees and businesses navigate this new terrain.
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On April 12, 2020, Governor Cuomo issued Executive Order 202.16 mandating that essential businesses in New York require their employees to wear face coverings when in direct contact with customers or members of the public. The New York State Department of Health has now issued guidance regarding the order, which went into effect April 15th. We highlight the provisions of the order and the DOH guidance below.
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UPDATED: New York Issues Important Guidance on COVID-19 Quarantine Leave Law

April 24, 2020 | Blog | By Michael Arnold, Corbin Carter

New York State issued guidance on March 20th detailing answers to many frequently asked questions about the newly implemented COVID-19 quarantine leave law. We summarized the key components of the emergency law, which was enacted on March 18, 2020 and became effective immediately, in a previous blog post. In short, employers are immediately obligated to provide certain paid/unpaid leave (with duration and pay status varying based on the employer’s size), job protection, and expanded paid family leave and disability benefits to employees who are subject to a government-issued order of mandatory or precautionary quarantine or isolation due to COVID-19.
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Following the enactment of COVID-19 quarantine leave benefits in March, New York State has now enacted permanent paid sick leave measures, which will require New York employers to provide various amounts of sick leave to employees starting on January 1, 2021.  This post highlight the new requirements of the law.
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New York State to Provide Paid Sick Leave, Other COVID-19 Protections for Workers

March 27, 2020 | Blog | By Michael Arnold, Corbin Carter

As New York State announced that it had confirmed over 2,300 cases of the COVID-19 coronavirus, New York Governor Andrew Cuomo signed into law new requirements for New York State employees affected by the virus.  The new law was swiftly enacted in light of the urgent public health and economic crises facing the state, and goes into effect immediately.  It mandates that New York employers offer paid sick leave and job protections for workers quarantined as a result of the coronavirus outbreak.
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New York Governor Andrew Cuomo has issued an expansive executive order, which mandates that, beginning Friday, March 20, 2020, at 8:00 PM, all “non-essential” businesses and non-profits entities in New York State must reduce their in-office workforce by at least 75%, and where possible, utilize telecommuting arrangements.
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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).