Danielle represents and counsels clients in employment disputes. She has experience defending and counseling clients in the general areas of restrictive covenant agreements, discrimination, harassment, and retaliation claims, employment and separation agreements, and employee handbooks and company policies.
Prior to joining Mintz, Danielle was an associate with a Washington, DC law firm dedicated to employment law. In her role at this firm, she represented clients at evidentiary hearings before federal administrative agencies, and at mediations and settlement conferences. 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.
In law school, 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. Danielle also served as a Notes Editor of the Public Contract Law Journal, where her Note was published in the winter of 2018.
Education
- George Washington School of Law (JD, with honors)
- Furman University (BA)
Recognition & Awards
- JD Supra 2021 Readers’ Choice Awards – Employer Liability Issues
Recent Insights
Viewpoints
Imposing Group Health Plan Monthly Surcharges on the Unvaccinated
September 15, 2021 |Blog
New York Amends its Off-Duty Conduct Law to Account for Marijuana Use
May 3, 2021 |Blog
Events
Mintz’s Annual Employment Law Summit brought together thought leaders to discuss the most pressing issues employers are facing in today’s unprecedented work environment. Attendees heard presentations on the continued impact of COVID-19; social justice and diversity, equity and inclusion initiatives; recent and anticipated changes to employment laws; and best practices for managing sensitive employee situations.
Viewpoints
Imposing Group Health Plan Monthly Surcharges on the Unvaccinated
September 15, 2021 | Blog | By Alden Bianchi, Michael Arnold, Danielle Bereznay
Calling it “a more-punitive approach toward getting its workforce vaccinated against Covid-19,” the Wall Street Journal recently reported that Delta Airlines will require its unvaccinated workers to pay a $200 monthly health insurance surcharge.
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CDC Vaccination Guidance Does Not Supersede State and Local Workplace Regulations
May 14, 2021 | Blog | By Danielle Bereznay, Jennifer Rubin, Michael Arnold, Corbin Carter
On May 13, 2021, the Centers for Disease Control and Prevention (the “CDC”) published guidance indicating that fully vaccinated individuals do not need to wear a mask or physically distance in certain indoor and outdoor environments, except where otherwise required by federal, state, local, tribal, or territorial laws, rules, and regulations, including local business and workplace guidance. The guidance does not apply to healthcare settings and certain other environments.
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New York Amends its Off-Duty Conduct Law to Account for Marijuana Use
May 3, 2021 | Blog | By Michael Arnold, Danielle Bereznay, Corbin Carter
New York’s off duty conduct law will now explicitly apply to an employee’s off-duty use of cannabis. The change in law came as a result of the recent passage of “The Marijuana Regulation and Taxation Act,” which generally legalized the sale and use of cannabis for individuals 21 and over, and presents real compliance challenges for employers, which we discuss further below.
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Conference Recordings: Mintz's Annual Employment Law Summit
March 12, 2021 | Webinar | By Michael Arnold, David Barmak, Micha Mitch Danzig, Geri Haight, Andrew Matzkin, David Lagasse, O'Kelly E. McWilliams, III, Jennifer Rubin, Tyrone Thomas, Alexander Hecht, Danielle Bereznay, Jennifer Budoff, Delaney Busch, Corbin Carter, Emma Follansbee, Natalie C. Groot, Paul Huston, Brie Kluytenaar, Brendan Lowd, Nicole Rivers, Richard Block
Mintz’s Annual Employment Law Summit brought together thought leaders to discuss the most pressing issues employers are facing in today’s unprecedented work environment. Attendees heard presentations on the continued impact of COVID-19; social justice and diversity, equity and inclusion initiatives; recent and anticipated changes to employment laws; and best practices for managing sensitive employee situations.
Read more
CDC Issues Expanded Guidance for Workplace COVID-19 Testing Programs
February 5, 2021 | Blog | By Danielle Bereznay, Michael Arnold
The CDC has issued new guidance focused on ensuring employees’ informed consent for COVID-19 testing in the workplace. This builds on earlier guidance the CDC issued regarding workplace testing programs last fall. Because the CDC notes that employers should not conduct testing without an employee’s informed consent, employers should be prepared to answer employee questions and concerns by utilizing the recommend framework discussed below.
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California East? D.C. Passes Comprehensive Ban of Non-Compete Agreements
January 8, 2021 | Blog | By David Barmak, Danielle Bereznay
The District of Columbia Council has passed the Ban On Non-Compete Agreements Amendment Act of 2020 (“the Act”). If it goes into effect (and we are monitoring closely whether it will), it will almost entirely ban non-compete agreements in D.C., prohibiting employers from restricting an employee’s employment by a competitor and giving D.C. the distinction of joining California, North Dakota, and Oklahoma, with one of the broadest statutory bans of non-compete agreements in the United States.
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New York Issues Tax Guidance for COVID-19 Telecommuters
November 2, 2020 | Blog | By Danielle Bereznay
The New York Department of Taxation and Finance has finally provided guidance regarding telecommuting tax liability for nonresident employees working outside of New York because of the COVID-19 pandemic. In short: employees telecommuting because of COVID-19 will generally still be required to pay New York taxes on income they earn.
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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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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.
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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