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Danielle M. Bereznay

Associate

[email protected]

+1.202.434.7398

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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

Events

Viewpoints

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EEOC (Again) Updates Religious Accommodation and Vaccine Mandate Guidance

March 14, 2022 | Blog | By Danielle Bereznay, Corbin Carter

The EEOC has once again updated its guidance and answers regarding the ongoing COVID-19 pandemic’s interaction with anti-discrimination laws. We previously discussed this guidance here. This guidance, updated on March 1, 2022, provides additional detail to Section L (Vaccinations – Title VII and Religious Objections to COVID-19 Vaccine Mandates). We discuss the key details below.
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Pro Bono Viewpoint
Mintz’s pro bono work for The Food Project, a nonprofit focused on youth development and reducing food insecurity, has included advising the organization on governance, real estate, employment, privacy, and litigation matters.
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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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EEOC Updates Religious Accommodation and Vaccine Mandate Guidance

October 28, 2021 | Blog | By Michael Arnold, Danielle Bereznay, Corbin Carter

The EEOC has updated its technical guidance and answers to add six religious accommodation-based questions and answers in a new Section L (Vaccinations – Title VII and Religious Objections to COVID-19 Vaccine Mandates).  The updated guidance does not necessarily break new ground in this area; instead, it mostly reinforces several preexisting concepts, including (i) how employers should analyze the religious nature and sincerity of an employee’s belief; (ii) what might constitute “undue hardship”; and (iii) the need for employers to analyze each accommodation request on a case-by-case basis.  We break down the updated guidance further below. 
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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, 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.
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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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Events

Speaker
Mar
4
2021
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