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Danielle Dillon

Associate

[email protected]

+1.617.239.8416

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Danielle is an Associate who counsels and represents clients in employment disputes before federal and state courts and administrative agencies.  Her litigation practice includes restrictive covenants, discrimination, retaliation, and wage and hour claims.  She counsels clients on variety of employment issues, such as non-compete laws, employee handbooks, employment and separation agreements, and company polices. 

Prior to joining the firm as an Associate, Danielle worked as an extern with Mintz and the Access to Justice Commission. She also served as an extern with the Victim Rights Law Center and as a risk and compliance intern with Fidelity Investments. In law school, Danielle was a student-attorney with the Boston College Innocence Program, representing wrongly convicted individuals and collaborating with community partners on policy reform to address wrongful convictions. Before law school, Danielle served as a litigation intern at a prominent law firm and as a judicial intern at the D.C. Superior Court. 

Education

  • Boston College (JD)
  • Colgate University (BA)

Viewpoints

Employment, Labor, and Benefits Viewpoints Thumbnail

NYC Council Amends Salary Range Transparency Law; Delays Implementation Date

May 3, 2022 | Blog | By Michael Arnold, Corbin Carter, Danielle Dillon

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Massachusetts Paid Family and Medical Leave Updates – What You Need to Know

April 21, 2022 | Blog | By Natalie C. Groot, Danielle Dillon

The Massachusetts Department of Family and Medical Leave (the “Department”) has issued a series of updates concerning Massachusetts Paid Family and Medical Leave (“MAPFML”).  These updates reflect the latest changes made to MAPFML since the Department’s last quarterly briefing, as discussed in our prior coverage of the MAPFML.
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The Massachusetts Supreme Judicial Court (“SJC”) – Massachusetts’ highest court – recently held that under the Massachusetts Wage Act (“Wage Act”) employees are entitled to automatic treble wage damages – that is, three times the amount of the unpaid wages –for any late wage payments, even if the employer fixed the payment error before the employee commenced a proceeding.  This post reviews the SJC's decision and the key takeaways.
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New York City Commission on Human Rights Provides Salary Range Transparency Act Guidance

April 11, 2022 | Blog | By Danielle Dillon, Evan Piercey, Michael Arnold, Jennifer Rubin

The New York City Commission on Human Rights has released a Fact Sheet entitled Salary Transparency in Job Advertisements, which provides much-welcomed guidance to employers on the NYC Salary Range Transparency Act.  Some questions, however, remain unanswered.
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(Updated) Congress Ends Mandatory Arbitration of Sexual Harassment and Sexual Assault Claims

February 18, 2022 | Blog | By Delaney Busch, Danielle Dillon

Congress has passed the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act, marking a milestone in the #MeToo movement. This legislation (which President Biden is expected to sign into law) will effectively end mandatory arbitration of sexual assault and harassment disputes. Employees will now have a choice to proceed with their claims via arbitration or in court.
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Impact of Recent OSHA and CDC Updates on Employers’ Mandatory Vaccination Policies

February 14, 2022 | Blog | By Natalie C. Groot, Danielle Dillon

Now that OSHA has withdrawn its vaccine or test rule, many employers are considering the use of mandatory vaccination policies in their workplaces. Employers have met this development with varied responses – some employers have rescinded vaccination requirements that were compliant with the more stringent OSHA Emergency Temporary Standard (“ETS”) requirements, some have retained mandatory vaccination policies compliant with the now-withdrawn ETS, and still others have created mandatory vaccination policies without reference to the ETS.
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(Updated) A Comprehensive Breakdown of OSHA’s COVID-19 Vaccination Rule

January 12, 2022 | Blog | By Michael Arnold, Jennifer Rubin, David Barmak, Corbin Carter, Evan Piercey, Danielle Bereznay, Danielle Dillon, Nicole Rivers, Paul Huston, Emma Follansbee

Read Mintz’s comprehensive analysis of OSHA’s Emergency Temporary Standard pertaining to workplace COVID-19 vaccination and testing requirements for employers with 100 or more employees.
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In a recent decision, the Massachusetts Supreme Judicial Court (SJC) confirmed that the framework used in federal Fair Labor Standards Act (FLSA) cases, not the ABC classification test set forth in Massachusetts’ independent contractor statute, M.G.L. c. 149 § 148B, provides the appropriate test for evaluating whether an entity is a joint employer for Massachusetts wage law cases.
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New York City Council Passes Salary Range Transparency Law

December 23, 2021 | Blog | By Danielle Dillon, Michael Arnold

The New York City Council passed a bill which would amend the New York City Human Rights Law and require employers to state the minimum and maximum salary for any position located in New York City. This applies to job postings and advertisements, as well as promotion or transfer opportunities. This is the latest move to encourage salary transparency and equity, which is a growing movement a number of states and locales, including New York have joined to address systemic pay inequities.
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