Delaney's work primarily involves litigation and counseling on federal and state employment matters before federal and state courts and administrative agencies against individual and class action claims of discrimination, sexual misconduct, harassment, and wage and hour violations. Her clients have included Fortune 500 companies, insurance companies, prominent medical providers, manufacturers, and luxury fitness facilities.
In addition, in her practice Delaney advises and collaborates with clients to ensure their compliance with anti-harassment and wage/hour regulations by working with them to develop relevant employee policies, training programs, handbooks, and agreements.
Prior to joining the firm, Delaney was senior counsel for a national law firm. In this role, Delaney worked on a wide range of litigation matters in the areas of insurance defense, employment, and product liability law, including claims against manufacturers of complex commercial machinery. She also provided representation in complex personal injury and property suits involving catastrophic injuries, losses, and environmental contamination.
During law school at Suffolk University, she served as managing editor and as a staff member for the Journal of Health and Biomedical Law. She also interned for the Honorable Judd Carhart, Associate Justice of the Massachusetts Appeals Court, as well as for the Honorable Maureen Walsh, Presiding
Justice of the Holyoke District Court, and has authored several articles on employment and other topics for national publications.
- Suffolk University Law School (JD)
- University of Vermont (BA)
Recognition & Awards
- Super Lawyers: Included on the list of Connecticut Rising Stars (2016 - 2019)
June 1, 2020 | Blog | By Delaney Busch
May 15, 2020 | Blog | By Jennifer Budoff, Delaney Busch, Brendan Lowd
Remember that wage and hour concerns, and how to properly address them, will often depend on whether a company is dealing with exempt employees (i.e., employees not entitled to overtime pay regardless of the number of hours worked in a day or week) or non-exempt employees (i.e., employees entitled to overtime pay if the employee works more than eight hours a day or forty hours in a week, depending on the state). This critical distinction will largely govern how employers should consider and plan for the issues described below.