Megan concentrates her practice on labor and employment and health care and human services, advising public and private-sector employers on a broad array of labor and employment matters, including wage-and-hour issues, employee classification, employee-performance management, compliance with workplace-discrimination statutes, and traditional labor matters. She regularly counsels clients on routine labor and employment compliance; prepares employment policies, severance agreements, and restrictive covenants; and represents clients in litigated matters.
Megan represents employers across a variety of industries, including health care, manufacturing, energy, and hospitality. She defends clients in claims of discrimination, retaliation, and hostile work environment under Title VII and Section 1981of the Civil Rights Act, the Americans With Disabilities Act, the Age Discrimination in Employment Act, the Equal Pay Act, the NYS Human Rights Law, and the New York City Human Rights Law in federal court and in proceedings before the NYS Division of Human Rights and US Equal Employment Opportunity Commission. She also represents employers in wage-and-hour audits conducted by the US Department of Labor as well as employee wage complaints made to the agency.
Megan also has extensive experience representing public and private unionized employers in labor arbitrations and in unfair labor practice charges brought before the NYS Public Employment Relations Board and National Labor Relations Board. She counsels clients on labor and employment-related matters in the context of business combinations, including issues associated with unionized workforces and obligations under the federal and state Worker Adjustment and Retraining Notification Act arising from worker layoffs.
In addition to her own practice, Megan serves on the firm’s Next Generation Committee.
- Successfully obtained numerous “no probable cause” findings in discrimination charges brought before the US Equal Employment Opportunity Commission and NYS Division of Human Rights.
- Obtained summary judgment in favor of multiple clients in discrimination claims brought by employees in federal court.
- Successfully achieved the dismissal of unfair labor practice charges brought before the National Labor Relations Board.
- Represented union employers in grievance arbitration hearings concerning disputes arising under collective-bargaining agreements.
- Successfully obtained determination on worker classification as independent contractors in proceedings before the NYS Department of Labor.
- Benjamin N. Cardozo School of Law Yeshiva University, J.D., magna cum laude, Cardozo Law Review, associate editor
- University of Rochester, B.A., magna cum laude
- New York
- U.S. District Court, Western District of New York
- U.S. District Court, Northern District of New York
- American Bar Association
- New York State Bar Association
- Barclay Damon’s Women’s Forum
- Barclay Damon Seminar, “Mid-Year Course Correction”
- Barclay Damon Seminar, “Workplace Policies Re-Defined for 2016”
- Barclay Damon Seminar, “What Every Employer Needs to Know About FMLA and the ADA"
- Buffalo Law Journal, “Millennials Shake Up the Legal Field”
- Law360, “Attorneys React to High Court's Constructive Discharge Ruling”
- New York State Bar Association, Empire State Counsel Honoree, 2013 and 2018
- Benjamin N. Cardozo School of Law, Dean’s Distinguished Scholarship, 2010
- Order of the Coif, 2012
- University of Rochester, John H. Berman Award/Scholarship, 2009
- University of Rochester, Academic Dean's Scholarship
- Hiscock & Barclay, LLP, Associate
- Fitapelli & Schaffer, LLP, Law Clerk
- Hiscock & Barclay, LLP, Summer Associate
- Genesee County Family Court to Judge Eric Adams, Judicial Intern
- Benjamin N. Cardozo School of Law Courtroom Advocates Project, Volunteer Advocate
- Legal Services for the Elderly & Disadvantaged of Western New York, Volunteer Intern
- Cellino & Barnes P.C., Summer Intern
- NYS Department of Labor Issues New Set of State-Wide Predictable Scheduling Regulations
- New York State Finalizes Its Guidance on New Sexual Harassment Prevention Laws
- Employer Obligations Under the NYSPFLA
- A Second New York State Appellate Court Rejects the Department of Labor’s “13-Hour Rule” and Finds That Home Care Attendants Working 24-Hour Shifts Must Be Compensated for All 24-Hours