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Jennifer R. Budoff

Associate

[email protected]

+1.202.434.7381

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Jennifer provides clients with representation and counsel on a broad range of employment matters. She has significant experience defending employers in discrimination, retaliation, harassment, and wrongful termination claims in state and federal court, including the representation of employers in actions before Administrative Agencies.

In addition, Jennifer has substantial experience counseling management and human resource professionals on a broad range of workplace issues. In this regard, she regularly advises clients on best practices to minimize the risk of litigation and exposure, including monitoring and advising on changing employment legislation, and providing training for managers and employees on sexual harassment and discrimination in the workplace.

Jennifer also conducts internal investigations related to employment misconduct issues, prepares and updates employment policies and handbooks, negotiates employment and severance agreements, and assists in reductions in force and the onboarding of new employees.

Prior to joining Mintz, Jennifer was senior counsel in the Washington, DC and New York offices of a large law firm where she practiced employment law, commercial litigation, and professional liability.

Education

  • New York Law School (JD, cum laude)
  • New York University (BA, with distinction)

Involvement

  • Member, McInerney Inns of Court
  • Member, DRI Young Lawyers Committee and Employment Law Committee
  • Member, New York State Bar Association
  • Member, Regional Development Fund Board, American Kidney Fund
  • Past volunteer, DOROT

Recent Insights

News & Press

Viewpoints

Viewpoint General
Calculating overtime pay for tipped employees working in multiple positions at different rates in a single workweek can be confusing. So confusing, in fact, that we discovered that even the District of Columbia’s Department of Employment Services (“DOES”) was getting it wrong in guidance published on its website. Before reviewing what DOES did wrong, let’s briefly review the key principles to keep in mind when calculating overtime pay for tipped and non-tipped employees in Washington, D.C.
Viewpoint General

Artificial Intelligence in the Employment Relationship: Friend or Foe?

September 9, 2019 | | By O'Kelly E. McWilliams III, Jennifer Budoff

Artificial Intelligence (“AI”) is no longer the stuff of sci-fi movies or alien invasions.  The technology has permeated everyday life from Siri and Alexa to Facebook and Google.  While marketing teams have been relying on AI for years to help streamline business efforts and target consumers, employers have finally joined in on the hype. 
Viewpoint General

Artificial Intelligence in the Employment Relationship: Friend or Foe?

August 21, 2019 | | By O'Kelly E. McWilliams, III, Jennifer Budoff

Artificial Intelligence (“AI”) is no longer the stuff of sci-fi movies or alien invasions.  The technology has permeated everyday life from Siri and Alexa to Facebook and Google.  While marketing teams have been relying on AI for years to help streamline business efforts and target consumers, employers have finally joined in on the hype. 
Viewpoint

New York Extends Pay Equity Act to All Protected Classes

June 25, 2019 | Blog | By Jennifer Budoff, Michael Arnold

Viewpoint General

Employers Beware: Judge Greenlights Employee’s Privacy Lawsuit Over Dropbox Access

March 28, 2019 | Blog | By Katharine Beattie, Cynthia Larose, Jennifer Budoff

Many employers maintain policies limiting their employees’ expectation of privacy in the workplace, including policies that eliminate any expectation of privacy when using company-issued electronic devices. While employers may think that having such a policy would protect them from invasion of privacy claims under the Fourth Amendment or state law, a recent federal court decision may cause employers to think otherwise. This post examines this decision and provides best practices for avoiding issues with employees’ privacy interests.
Employers with workers in Massachusetts will have a lot to do between now and October 1, 2018, when reforms to Massachusetts non-compete laws go into effect.
The Massachusetts restrictive covenant legal landscape is set to shift dramatically with a new law limiting the use and enforcement of non-competition agreements by employers – effective October 1. In a post on our Mintz teammates’ Employment Blog, they review the new law’s requirements, discuss the legal and practical implications of the law, and outline action items for employers.

New Massachusetts Non-Compete Law Goes Into Effect October 1, 2018

August 14, 2018 | Blog | By Katharine Beattie, Jennifer Budoff

Non-compete reform has come to Massachusetts, with wide-ranging legal and practical implications for any employers with workers in Massachusetts. Employers have just six weeks to consider and adopt a new approach to non-compete agreements for their workforces.
On May 15, 2018, Governor Hogan signed into law the “Disclosing Sexual Harassment in the Workplace Act of 2018” (the “Act”). The Act will go into effect on October 1, 2018, and contains two new obligations with which Maryland employers will need to comply.
In a landmark opinion on an important issue to employers, the Supreme Court held yesterday that employers can enforce class action waivers in arbitration agreements – leaving employers nationwide asking “what does this decision mean for us?”  This post aims to answer that question.

News & Press

Mintz attorneys O’Kelly E. McWilliams III and Jennifer R. Budoff have authored this high-level overview of some of the more prevalent challenges employers may encounter when deploying AI in the workplace, and guidance on the proactive steps employers should consider.

Supreme Court Rules on Class Action Waivers in Arbitration Agreements

June 1, 2018 | http://issuu.com/massstateautodealers/docs/2018_june_msada_auto_dealer__web_?e=7243196/62788955 Massachusetts Auto Dealer Magazine

This column discusses the impact of the U.S. Supreme Court’s decision in Epic v. Lewis which addressed a long debated issue – can employers require that workplace disputes be litigated in individual arbitrations or should employees always have the option to bring class action claims in court. The column is authored by a team of Employment, Labor & Benefits attorneys including Member Kate Beattie and Associates Jennifer Budoff and Brendan Lowd.