Delaney litigates and counsels clients regarding employment disputes on a variety of employment and labor matters before federal and state courts and administrative agencies against individual and class actions. She counsels clients on employment and labor issues, including employee handbooks and company policies, employment and separation agreements, WARN notifications, reductions in force and terminations, and internal workplace litigation. Her litigation practice includes discrimination, retaliation, and sexual harassment claims, wage and hour compliance, and non-competition and non-solicitation 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. During law school, she served as managing editor and as a staff member for the Journal of Health and Biomedical Law.
Delaney’s additional legal experience includes internships for the Honorable Judd Carhart, Associate Justice of the Massachusetts Appeals Court, and the Honorable Maureen Walsh, Presiding Justice of the Holyoke District Court.
- Suffolk University Law School (JD, Trial & Appellate Practice Concentration with Honors, cum laude)
- University of Vermont (BA)
Recognition & Awards
- Super Lawyers: Included on the list of Connecticut Rising Stars (2016 - 2020)
- Phi Delta Phi – Legal Honor Society
September 8, 2020 | Blog | By Delaney Busch, Jennifer Rubin, Michael Arnold
August 11, 2020 | Blog | By Delaney Busch
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.