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Danielle M. Bereznay


[email protected]



Danielle represents clients in employment disputes and investigations. 

Prior to joining Mintz, Danielle was an associate with a Washington, DC law firm dedicated to employment law. Managing a docket of 30 to 40 clients in plaintiffs’ federal and private sector employment matters, she regularly prepared and filed complaints before the Equal Employment Opportunity Commission (EEOC), assisted clients in investigations, responded to proposed disciplinary actions, drafted complaints of discrimination, and advocated for clients at mediations and settlement conferences — successfully obtaining two favorable settlements. In addition, Danielle represented several clients as first chair attorney in administrative hearings before the EEOC and Merit Systems Protection Board (MSPB). 

Danielle also worked with a DC law firm focused on representing individuals in government investigations, disciplinary actions, administrative litigation, security clearance adjudications, and related matters. There she defended clients before federal and state investigatory bodies and drafted responses to proposed suspensions and removals for cases before the MSPB. 
Earlier Danielle was a law clerk for two law firms in the greater Washington, DC area as well as for Bread for the City, an agency serving poor communities in Washington. She also worked as a legal intern for the District of Columbia Correction Information Council, as an intern and victim advocate for the Julie Valentine Center in Greenville, South Carolina, and as an intern with the Greenville County Bond Court. 

In law school, Danielle served as notes editor of the Public Contract Law Journal. 


  • George Washington School of Law (JD)
  • Furman University (BA)

Recognition & Awards

  • Certified Victim Advocate


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Updated: EEOC Issues ADA and Title VII Guidance for Employers on COVID-19

September 25, 2020 | Blog | By Brie Kluytenaar, Danielle Bereznay

Updated: The EEOC has provided employers with supplemental guidance on navigating the COVID-19 outbreak, addressing issues such as COVID-related harassment and screening employees who are reporting to work. The EEOC reminded employers that while the anti-discrimination laws, including the ADA and the Rehabilitation Act, continue to apply during the COVID-19 pandemic, these laws do not interfere with, or prevent employers from following, the guidelines and suggestions issued by the CDC or state and local public health authorities regarding COVID-19.
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Updated: Department of Labor Guidance for Families First Coronavirus Response Act

September 20, 2020 | Blog | By Danielle Bereznay, Michael Arnold

The Department of Labor has again updated its guidance regarding the Families First Coronavirus Response Act ("FFCRA"). 
Below we summarize the DOL’s interpretative guidance, and note in bold where the DOL has either reaffirmed or changed its guidance in light of the federal court decision.  As a reminder, the law expires on December 31, 2020. 
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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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On July 6, Massachusetts moved into Phase III of its reopening plan, which allows many businesses and offices spaces to return to the physical workplace. With Phase III comes a new mandatory safety standard: screening employees for COVID-19 or close contact at the beginning of each shift. While the Office Spaces Safety Standards are geared toward office workplaces, we interpret this requirement to encompass an employer’s obligations to both employees and visitors to the office.
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Part Ten of the COVID-19 Roadmap Series: Workplace Communications and Trainings

May 20, 2020 | Blog | By Tyrone Thomas, Danielle Bereznay

In the final part of our Roadmap Series, as employers prepare to transition to on-site operations for segments of their staff, we discuss considerations for COVID-19 related communications to the workforce. We also address the importance of conducting workplace trainings for managers and staff that address new regulatory considerations for workplace safety, telecommuting arrangements, health screenings, and leave and accommodation requests to prepare for the “new normal.”
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COVID-19 Updates in the DMV: Guidance for D.C., Maryland & Virginia Employers

April 23, 2020 | Blog | By Jennifer Budoff, Danielle Bereznay

With the rapid spread of COVID-19 throughout the United States, the federal and state governments have scrambled to adjust existing legislation, or create new legislation, to account for the “new normal.” It is no surprise that many employers, especially those that operate in multiple jurisdictions, are struggling to keep up. Here we have summarized recent COVID-19 related updates in the D.C., Maryland, and Virginia region.
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Summary of CARES Act for Employers

March 27, 2020 | Blog | By David Lagasse, Danielle Bereznay

Congress has now passed the CORONAVIRUS AID, RELIEF AND ECONOMIC SECURITY ACT OR CARES ACT – Federal government’s Phase III response to the health and economic impacts related to the COVID-19 pandemic. President Trump has pledged to sign the Act into law immediately.
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COVID-19 Update: The Families First Coronavirus Response Act Becomes Law

March 19, 2020 | Blog | By Michael Arnold, David Barmak, Danielle Bereznay

President Trump signed the Families First Coronavirus Response Act into law late Wednesday night.  We summarize the enacted version below (which replaces our analysis of an earlier version the House passed, which it since amended).  The law goes into effect into effect April 2, 2020 and will remain in place until the end of the year. 
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