Press, Publications and Speaking Engagements
March 18, 2020
Patrick was pleased to give some feedback on the impact COVID-19 is having on the workplace during a local tv interview.
March 16, 2020
Please see our notice regarding COVID-19.
March 9, 2020
Please read our most resent blog post concerning the Coronavirus/COVID-19 outbreak and its implications for the modern day workplace.
March 2, 2020
Patrick J. Boyd and Sam Wiles of BLG had chance to catch up with labor and employment law agency representatives and friends and at JAMS event relating to agency and court practice - thanks to Tiffany Ma for the invite!
February 22, 2020
Please see our most recent Blog post about filing discrimination suits anonymously and the Jones Day litigation.
February 20, 2020
A nice recent client review for BLG.
January 28, 2020
Please see our most recent blog post about developments in the law relating to independent contractors.
January 13, 2020
Please see our blog post relating to the former Boeing CEO and his contract.
December 10, 2019
Please see our most recent Blog post about paying college athletes and the developing law.
November 24, 2019
Please see our latest blog related to Google's workplace.
November 6, 2019
We are pleased to announce that Patrick J. Boyd has been selected as a 2019 New York Metro Area Super Lawyer for the 6th year in a row.
November 6, 2019
The laws they keep on changin'..... Please see our most recent Blog post about changes to New York City's discrimination law.
October 14, 2019
BLG is celebrating its 14 year anniversary. Please see the video to learn more.
August 30, 2019
Just before Labor Day weekend we are pleased to announce that we have hired Samuel P. Wiles to be another labor and employment law attorney at BLG. Sam just graduated cum laude from The St. John's University School of Law. Welcome Sam!
June 21, 2019
New federal legislation, the Taxpayer First Act (TFA), has recently been enacted by Congress which provides protections for tax whistleblowers to curb retaliatory actions taken against these individuals by others such as their employers. By providing protection against such retaliation, the IRS aims to encourage whistle blower “insiders” to reveal highly valuable information relating to tax fraud and other tax related violations. You can read more about the Taxpayer First Act in the attached article. #BoydLawGroup
June 10, 2019
We are very proud to announce that our CT Office Head Stephen Bourtin just received the Lawyers of Distinction award, certifying him as a distinguished member of this nationwide group. This honor is bestowed upon the top 10 percent of attorneys operating in the U.S. and is granted only through consistently high recommendations of peers. Stephen was selected based on his ongoing work in the labor and employment law field. #BLG #TheBoydLawGroup
May 31, 2019
BLG is excited to welcome summer intern Tiana Rooney to our team. Tiana is a rising third-year student at St. John’s University School of Law and will be a wonderful addition to the firm this summer. #BLG
May 17, 2019
HamletHub recently published a small business Q&A featuring BLG as a local CT business. Please read through the article to learn more about our firm and the importance of employment law issues for small businesses and executives. #BLGinthenews
May 3, 2019
On Monday, April 22, 2019, the Supreme Court of the United States announced it would be deciding whether a federal law prohibits employer discrimination against gay and transgender workers. Title VII of the Civil Rights Act of 1964 bars employment discrimination based on “sex.” The Justices will decide whether this language also encompasses discrimination based on sexual orientation or transgender status, in order to resolve a split among how the federal appellate courts haveinterpreted the law previously. Two recent decisions which held that discrimination against gays and lesbians is covered under Title VII, plus another with a contrary ruling, will be heard and decided by the summer of 2020. The Justices’ decision will settle this longstanding dispute and will certainly be a political factor during the 2020 presidential campaign.
April 25, 2019
March 22, 2019
On February 25, 2019, BLG attorney Stephen Bourtin successfully advanced a gender discrimination, sexual harassment action for a client in the New York County Supreme Court. The Defendant is accused of terminating the Plaintiff in retaliation for her having repeatedly resisted her manager’s unwanted sexual advances and groping of her and other female coworkers in the workplace. The Defendant denied these allegations and filed a motion for summary judgment seeking to have Plaintiff’s case dismissed in its entirety prior to trial. After hearing oral argument, the Court denied the Defendant’s motion in its entirety, concluding that the contradictory testimony of the parties required credibility determinations and weighing of evidence that was inappropriate for summary judgment. This is another solid win for Mr. Bourtin and The Boyd Law Group.
If you would like to review a copy of the decision please email Rachel McCormick at email@example.com for a copy or take a look at docket #150294/2011 online.
February 24, 2019
The New York Times reported on two of our cases relevant to a developing area of New York City law. See Patrick Boyd's quotes towards the end of the article. Our brave clients are working with us and impacting New York legislation! #employmentlawevolution
February 11, 2019
In September 2018, twelve women told the New York Times that they had been sexually assaulted or harassed by CBS chief executive Les Moonves. Moonves negotiated his exit from the company shortly thereafter, attempting to secure a $120 million severance payout which was provided for in his contract. But CBS lawyers investigated the allegations against Moonves and found grounds to terminate him for cause and withheld his severance payout based on the alleged harassment, violations of company policies, breach of contract, misfeasance and his failure to fully cooperate with their investigation.
The tensions involved in this case are instructive for all dealing with sexual harassment claims in this era. On the one hand, Moonves should certainly be held accountable for his alleged bad acts if proven true. But on the other, in establishing these bad acts, CBS must acknowledge that the network apparently allowed such conduct to take place for years - which may expose their own lack of vigilance. In this light, should CBS prevail and be allowed to keep all or much of the 120 million, would such an outcome be something of a pyrrhic victory for the network? #pursuitoftruthcosts $, #plentyofblametogoaround
January 11, 2019
The Boyd Law Group is excited to be a sponsor of the Carriage Barn Art Center's 39th Annual Photography Show. The event will take place at Waveny Park in New Canaan, CT from January 12th - February 15th, 2018. Please visit this link for gallery hours and additional information. We are grateful for the opportunity to be a part of this unique event. #giveback #BLGsupportingthearts
January 4, 2019
In recent years, many employers have drafted policies compelling their employees into arbitration - requiring employees to resolve any employment related disputes via a private arbitrator (or arbitrators) rather than in court before a judge or a jury. Arbitrations can be beneficial for employers as they are generally cheaper than litigation and remain confidential which can allow employers to keep potentially embarrassing facts from public disclosure. Employers also prefer arbitration because in this forum employees may be required to waive their rights to class action lawsuits – they are forced to arbitrate their claims individually and cannot “team up” as a class of aggrieved employees.
The article references a thorny situation with the Chipotle restaurant franchise, which required its employees to enter into arbitration and was faced with a class action lawsuit which it mandated be resolved through arbitration. The employees’ attorney responded to this compelled arbitration by initiating separate arbitration demands on behalf of each employee. This caused Chipotle to be responsible for the arbitration costs of each employee’s action in addition to its own attorney’s fees. Those aggregated costs proved daunting for Chipotle, and led them to seek court intervention though their own policies had compelled arbitration initially. Chipotle was chastised by a judge for taking this contradictory position.
Simply put, the arbitration fees that an employer might face - especially in a class action context – can be steep. Arbitration provisions, which are usually adopted by employers in their templates for offer letters and/or handbooks can, thus, be less than helpful when applied to the wrong situation. Small businesses should be mindful not to place too much trust in the various samples that may be available online when crafting their own policies. If such policies can prove problematic to such a large company, imagine how they might harm your business! #BLGadviceforsmallbusinesses
- Co-author of the article “Prudish or Prudent” contemplation of the sexual harassment and paramour exception and U.S. and U.K. law presented at conference “Worlds of Work: Employment Dispute Resolution Systems Across the Globe” (Cambridge, July 2011)
- Co-author of article “Revelations of Retaliation” analyzing the Supreme Court’s decision in Burlington Northern v. White, GC New York (November 2006)
- Author of article “Tipping the Balance of Power: Electronic Monitoring in the Workplace”, St. John’s Journal of Legal Commentary (2000)
- Research editor for conference “Transatlantic Perspectives on Labor and Employment Law”, University College Dublin Law School (July 2000)
- Primary research editor for “The Colloquium on the Welfare Workforce”, featured in St. John’s Law Review (2000)
- Faculty research assistant for article “The First Amendment and the Labor Relations of Religiously-Affiliated Employers”, Boston University Public Interest Law Journal (1999)
- Faculty research assistant to Professor David L. Gregory for treatise “Labor-Management Relations and the Law”, Foundation Press (1999)
- Patrick Boyd presented on “Title VII of the Civil Rights Act of 1964” at 50 Symposium at St. John’s Law School (April 2014).
- William Li served as a panelist for a St. John’s University seminar for law students relating to labor and employment law careers (September 2011)
- Patrick Boyd and William Li presented “Prudish or Prudent” relating to sexual harassment and the paramour exception under U.S. and U.K. law. Presentation given at conference “Worlds of Work: Employment Dispute Resolution Systems Across the Globe” (Cambridge, July 2011)
- Patrick Boyd served as chair for a presentation entitled “Watch Out! A Guide To Ethical Practices in Start-ups & Smaller Firms” hosted by the Association of the Bar of the City of New York (October 2008)
- Patrick Boyd served as a moderator for a presentation entitled “Growing Your Practice” hosted by the Association of the Bar of the City of New York (October 2007)
- Patrick Boyd served as a chair for a presentation entitled “Watch Out! A Guide To Ethical Practices in Start-ups & Smaller Firms” hosted by the Association of the Bar of the City of New York (May 2007)
- Patrick Boyd spoke on employment law issues at the conference “The Transatlantic Perspectives on Labor and Employment Law” co-sponsored by St. John’s University School of Law and the Chartered Institute of Arbitrators (London, July 2006)
- Patrick Boyd served as a chair for a presentation entitled “Ethical Challenges Facing Small Firm Practitioners” hosted by the Association of the Bar of the City of New York (April 2006)
- Patrick Boyd was a moderator for a presentation entitled “Employment Litigation Under Title VII: Racial Slurs in the Workplace” hosted by the Association of the Bar of the City of New York (December 2005)
- Patrick Boyd was a panelist at the 7th Annual Management Lawyers Colloquium hosted by St. John’s University School of Law (2002)