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
Getting Back to Basics: Intermittent FMLA Leave
February 17, 2021 | Blog | By Delaney Busch
COVID-19, the New School Year, and Working Parents
September 8, 2020 | Blog | By Delaney Busch, Jennifer Rubin, Michael Arnold
Key Parts of DOL FFCRA Guidance Invalidated by New York District Court
August 11, 2020 | Blog | By Delaney Busch
Updated CDC Guidance: COVID-19 Employer Information for Office Buildings
June 1, 2020 | Blog | By Delaney Busch
Part Eight of the COVID-19 Roadmap Series: Avoiding COVID-19 Wage & Hour and Labor Law Pitfalls
May 15, 2020 | Blog | By 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.
The WARN Act and COVID-19: What are Employers Obligated to Do?
May 14, 2020 | Blog | By Delaney Busch, Emma Follansbee
Part Four of the COVID-19 Roadmap Series: Ensuring a Safe Workplace – Reimagining the Physical Workspace and Business Travel
May 4, 2020 | Blog | By Delaney Busch, Angel Feng
Part Three of the COVID-19 Roadmap Series: Ensuring a Safe Workplace - Key Guidance for a Healthy Workspace
May 1, 2020 | Blog | By Delaney Busch
CDC Relaxes Self-Isolation Guidelines for Critical Infrastructure Workers
April 20, 2020 | Blog | By Delaney Busch
Supreme Court Clarifies Race Discrimination Claims Under 42 U.S.C. § 1981 Must Meet More Stringent “But-For” Causation Standard
April 17, 2020 | Blog | By Delaney Busch
News & Press
More People Are Bringing Politics, Religion to Workplace, Testing Employers on Civility
November 8, 2023
Fifty-Nine Attorneys Recognized as 2023 Massachusetts Super Lawyers and Rising Stars
October 12, 2023
Events & Speaking
Recognition & Awards
Super Lawyers: Included on the list of Connecticut Rising Stars (2016 - 2020)
Super Lawyers: Included on the list of Massachusetts Rising Stars (2021-2023)
Phi Delta Phi – Legal Honor Society
Massachusetts Supreme Judicial Court: Pro Bono High Honor Roll