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Delaney M. Busch

Associate

[email protected]

+1.617.348.1837

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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.

Education

  • Suffolk University Law School (JD)
  • University of Vermont (BA)

Recognition & Awards

  • Super Lawyers: Included on the list of Connecticut Rising Stars (2016 - 2019)

Viewpoints

Coronavirus Test

The WARN Act and COVID-19: What are Employers Obligated to Do?

April 3, 2020 | Blog | By Delaney Busch, Emma Follansbee

Facing the many challenges posed by the COVID-19 pandemic, employers are considering their obligations to their workforce in the event of a reduction in force related to COVID-19 (“COVID-19”). This post provides an overview of an employer’s WARN Act obligations in the event a COVID-19-related closure or reduction in force.
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Employment, Labor, and Benefits Viewpoints Thumbnail
This morning, Massachusetts Governor Baker issued Covid Order No. 13 which mandates that, starting Tuesday, March 24th at 12 P.M., all non-essential businesses and other organizations “shall close their physical workplaces and facilities (“brick-and-mortar premises”) to workers, customers, and the public,” due to evolving spread of COVID-19 in Massachusetts. This directive also orders that, in furtherance of Massachusetts’s COVID-19 response efforts, all non-essential businesses and organizations “are encouraged to continue operations where they are able to operate through remote means that do not require worker, customers, or the public to enter or appear at the brick-and-mortar premises closed by this Order.”
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Employment, Labor, and Benefits Viewpoints Thumbnail
In our recent blog posts, we discussed the impact coronavirus / COVID-19 is having on the workforce, and what employers should or should not be doing in response to the outbreak.  On March 11, 2020, the World Health Organization’s (“WHO”) declared the coronavirus outbreak is a “pandemic.”
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