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Delaney M. Busch

Associate

[email protected]

+1.617.348.1837

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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.

viewpoints

EEOC Initiates Initial String of Lawsuits Under the Pregnant Workers Fairness Act

October 3, 2024 | Blog | By Delaney Busch, Andrew Matzkin

The Equal Employment Opportunity Commission (EEOC) has initiated enforcement of the Pregnant Workers Fairness Act (PWFA) following the release of its final rule and interpretative guidance in April 2024

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Sixth Circuit Explicitly Sidesteps the NLRB’s McLaren Macomb Decision

September 24, 2024 | Blog | By Delaney Busch, Evan Piercey, Michael Arnold

The Sixth Circuit Court of Appeals recently declined to comment on the National Labor Relations Board’s (the “Board”) McLaren Macomb decision which took aim at overbroad non-disparagement and non-disclosure agreements.  

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Massachusetts has passed into law An Act Relative to Salary Range Transparency (the “Act”), which means that pay transparency and pay data reporting requirements will soon become official.  In advance of the effective dates in 2025, covered businesses must understand and prepare for  new compliance obligations. 

We previously wrote about this Act in its legislation phase here.  In addition, information regarding other jurisdictions requiring wage transparency, such as California, New York, and Washington, are available in our previous articles here and here.

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Mintz’s Employment Practice will continue to monitor any future developments and legal challenges and remains ready to assist employers with compliance with the PWFA and the EEOC’s final rule.

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Update: EEOC Issues Final Guidance on Workplace Harassment

May 29, 2024 | Blog | By Delaney Busch, Kathryn Droumbakis, Tom J. Pagliarini, Michael Arnold

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The Equal Employment Opportunity Commission ("EEOC") released its Proposed Enforcement Guidance on Harassment in the Workplace.  In light of recent legal developments, such as the Bostock v. Clayton County decision, which held that Title IX protects transgender persons from discrimination on the basis of sex, the #MeToo movement, the increase in remote work, changes to abortion rights, and changes in the way harassment may occur (e.g., online bullying or harassment), the proposed guidance illustrates the EEOC’s current interpretation of “existing requirements of the law” and/or its policies.  Here are some notable parts of the guidance:

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NLRB General Counsel Releases Guidance in the Wake of McLaren Macomb

March 27, 2023 | Blog | By Delaney Busch, Evan Piercey, Michael Arnold

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The Boston Celtics recent scandal comes at a time when workplace harassment claims (as reported by the EEOC) are on the rise, yet consensual office romantic relationships remain fairly common.  While most employees do not want their employers placing limits on whom they may seek as a romantic partner, from an employer’s viewpoint, the risks of such romances are clear, as they can easily cause real issues in the workplace: interoffice gossip, lack of productivity, reduced moral, allegations of favoritism, or worse, claims of sexual harassment. Mintz attorney Delaney Busch discusses key takeaways from this scandal and policies to minimize the employer’s risk.

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News & Press

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Mintz is pleased to announce that 31 attorneys have been named Massachusetts Super Lawyers and 35 attorneys have been named Massachusetts Rising Stars for 2024.

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187 Mintz attorneys have been recognized by Best Lawyers® in the 2025 edition of The Best Lawyers in America©. Notably, three Mintz attorneys received 2025 “Lawyer of the Year” awards, and 64 firm attorneys were included in the 2025 edition of Best Lawyers: Ones to Watch.

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Associate Delaney Busch was quoted by American Lawyer in an article discussing post-pandemic workplace and the need for employers to avoid any potential discrimination as the lines of what defines the workplace are now blurry.

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Mintz is pleased to announce that 32 attorneys have been named Massachusetts Super Lawyers and 27 attorneys have been named Massachusetts Rising Stars for 2023.

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35 Mintz attorneys have been named Massachusetts Super Lawyers and 25 Mintz attorneys have been named Massachusetts Rising Stars for 2022.

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Events & Speaking

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May
7
2024
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Recognition & Awards

  • Best Lawyers in America: Ones to Watch, Litigation - Labor and Employment (2025)

  • Super Lawyers: Included on the list of Massachusetts Rising Stars (2021-2024)

  • Super Lawyers: Included on the list of Connecticut Rising Stars (2016 - 2020)

  • Phi Delta Phi – Legal Honor Society

  • Massachusetts Supreme Judicial Court: Pro Bono High Honor Roll

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