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Morgan G. Tanafon


[email protected]



Morgan counsels clients on a wide variety of federal and state employment matters. He has assisted with compliance, employment disputes, and wage and hour litigation.

During law school, Morgan worked as an employment law intern for a financial services company based in Boston and as a research assistant for a professor. In that role, he researched and drafted memos on pension reform efforts, state pension investment policies, and ERISA.

In law school, Morgan served on the editorial board of the Review of Banking and Financial Law.

Prior to attending law school, Morgan was a Captain in human resources for the US Army Reserve from 2011 to 2016.


  • Boston University (JD)
  • University of Tampa (BS, magna cum laude)


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The EEOC announced a new deadline by which employers should submit their Component 2 data: November 11, 2019.  The EEOC requested that the court confirm this deadline, by which time the EEOC anticipates to have reached or exceeded its target percentage of a 72.7% response rate.
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On September 27, the EEOC announced in a court filing that collection of Component 2 data is continuing as long as “the Court’s order is in effect stating that collection will not be complete until it reaches what the Court has determined to be the target response rate. . .”
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The Department of Labor (DOL) released the final version of its long-anticipated update to the rule calculating overtime eligibility under the Fair Labor Standards Act.  As you might recall, the DOL attempted to update the overtime rule back in 2016, but some states and business groups who opposed the rule successfully challenged it in court. The Final Rule increases the “standard salary level” to qualify for an exemption from overtime, but not as drastically as the attempted 2016 update.  The final rule is effective January 1, 2020, and we highlight its key provisions and provide next-step guidance below:
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