Bio

Patrick J. Boyd founded The Boyd Law Group, PLLC in 2005 and is an experienced labor and employment law attorney.  He has represented individual executives including many industry captains, CEOs, Fortune 100 companies and small businesses in precedent setting and often high-profile labor, employment and education law matters. 

He has counseled clients on the full range of workplace law issues, including claims of wrongful discharge, harassment, wage and hour violations (including class actions) and claim of discrimination under federal, state and local laws.  He has represented many executives with whistleblower and securities related actions, and in complex executive severance negotiations

Patrick also has significant experience with handling traditional labor relations matters including collective bargaining, grievance arbitrations and matters before the National Labor Relations Board.

Mr. Boyd is frequently featured in the press and prominent publications.   He has appeared on television including on ABC and Fox News and been quoted or featured in The New York Post, Forbes, The New York Times and The New York Law Journal.  In addition, Patrick has been selected as a SuperLawyer for six years in a row and BLG was listed in the New York Law Journal for one of the largest employment law settlements in New York state for 2016.

Patrick Boyd is an active Board member for several local organizations, and is an avid guitar player.  He lives in Westchester with his wife, three children, three dogs and one cat.

Education:

Dartmouth College, B.A. (1995)

Dual major in Literature and Government.

Current Member of the Executive Committee for the Dartmouth College class of 1995.

St. John’s University School of Law, J.D. (2000)

Law school curriculum focused on labor and employment law, and faculty research assistant for Labor and Employment Law Professor David L. Gregory.

Current and long standing Executive member of the St. John’s Labor Relations and Employment Law Society

Awards:

Recognition and Accomplishments

Super Lawyer Patrick Boyd | Employment and Labor Attorney

Super Lawyer Award

Patrick J. Boyd was selected as a 2014, 2015, 2016, 2017 and 2018 New York Metro Super Lawyer in the Employment Litigation.  Super Lawyers, part of Thomson Reuters, is a rating service of outstanding lawyers from more than 70 practice areas who have attained a high degree of peer recognition and professional achievement. Only 5 percent of all lawyers in the State of New York receive this honor.

Patrick Boyd AVVO Top Attorney 10.0 Score

AVVO

Patrick Boyd been awarded a perfect rating of 10 out of 10, for his exceptional legal services, by the prestigious legal resource Avvo.com®. Avvo helps people find and connect with the right lawyer through industry leading content, tools and services.   Avvo provides transparent information about attorneys, with Avvo-rated profiles for 97% of practicing lawyers in the United States

New York Magazine Leaders In The Law

New York Magazine Leaders In The Law

Selected to New York Magazine’s 2018 Leaders In The Law New York’s Leading Lawyers. This special section that features exceptional lawyers practicing in the tri-state area.

client champion

Martindale-Hubbell® Client Distinction Award

Every year since 2012 BLG has been awarded the Martindale-Hubbell® honor of distinction for client service. Less than 4% of the 900,000+ attorneys listed on martindale.com and lawyers.com have received this award. This honor has been made possible by BLG´s clients who have taken the time to provide customer feedback in the following areas:

  • Communications Ability
  • Responsiveness
  • Quality of Service
  • Value for Money
Top Labor and Employment Law Settlements

New York Law Journal

In 2016, BLG was listed in the New York Law Journal’s Top Settlements of 2016 in the employment law section for a significant settlement on behalf of a large class of women who had been subjected to discriminatory hiring practices.  This special section of the New York Law Journal lauds the accomplishments obtained through settlements, mediations, and arbitrations.  The attorneys and law firms highlighted in this section represent the best of the best throughout the year.

Education:

Dartmouth College, B.A. (1995)

Dual major in Literature and Government.

Current Member of the Executive Committee for the Dartmouth College class of 1995.

St. John’s University School of Law, J.D. (2000)

Law school curriculum focused on labor and employment law, and faculty research assistant for Labor and Employment Law Professor David L. Gregory.

Current and long standing Executive member of the St. John’s Labor Relations and Employment Law Society

Awards:

Bar Admissions & Community Affiliation

Affiliations:

  • Member of Executive Committee Board of Advisors of the Center for Labor and Employment Law at St. John’s University, School of Law
  • Member of the Executive Committee for the class of 1995 at Dartmouth College
  • The Association of the Bar of the City of New York
  • The National Employment Lawyers Association
  • The New York Section of the National Employment Lawyers Association
  • The Dartmouth Lawyers Association

Bar Admissions:

  • New York

Federal Court Admissions:

  • Southern District of New York
  • Eastern District of New York
  • Western District of New York
  • Northern District of New York
  • District of Connecticut

Education:

Dartmouth College, B.A. (1995)

Dual major in Literature and Government.

Current Member of the Executive Committee for the Dartmouth College class of 1995.

St. John’s University School of Law, J.D. (2000)

Law school curriculum focused on labor and employment law, and faculty research assistant for Labor and Employment Law Professor David L. Gregory.

Current and long standing Executive member of the St. John’s Labor Relations and Employment Law Society

Awards:

Press and Accomplishments

May 3, 2019

HamletHub recently published a small business Q&A featuring BLG as a local CT business. Please read through the article below to learn more about our firm and the importance of employment law issues for small businesses and executives. #BLGinthenews#

Hamlet Hub Article

 

 

 

Connecticut Employment Lawyers

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 have interpreted 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.

NY TImes Article Link

 

 

Gay Transgender Discrimination Attorney NY

April 25, 2019

Connecticut office head Stephen Bourtin was quoted by the Connecticut Law Tribune relating to the importance of new accommodative guidelines for pregnant women in the workplace.#BLGinthenews

Connecticut Law Tribune Article Link

 

 

pregnancy discrimination attorney

April 13, 2019

Patrick Boyd is looking forward to appearing on a panel at the the St. John’s University School Of Law Center for Employment Law on May 6, 2019 relating to new discrimination laws and one of BLG’s cases covered by the NY Times.

 

 

discrimination attorney new york

April 5, 2019

On Monday, April 1, 2019 the United States Department of Labor released a proposal that would limit the extent to which claims can be brought against large companies for employment-law violations by their contractors or franchisees. The proposal requires a 60-day public comment period before being finalized and, if passed, could affect millions of employees and their ability to bring wage claims.

The central concern for employees is that franchisees may often be poorly run and not particularly lucrative, making it difficult for employees to recover illegally denied wages against them. As a result, some argue that the larger companies affiliated with such smaller direct employers should be held liable for the conduct of their franchisees. On the other hand, some wonder whether large employers should be responsible for conduct by what are often mostly independent affiliates. The new proposal, if adopted, will certainly help insulate larger employers and deserves focus and attention regardless of one’s views on the matter.#Newlaborlawdevelopments#BLG

New York Times Article

 

 

Employment Lawyer Wage Claims

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 mccormick@theboydlawgroup.com for a copy or take a look at docket #150294/2011 online.

 

 

Stephen Bourtin - The Boyd Law Group

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

 

New York Times Article - Discrimination

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

 

New York Sexual Harassment Case

January 4, 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 the link below for gallery hours and additional information. We are grateful for the opportunity to be a part of this unique event. #giveback#BLGsupportingthearts

 

The Boyd Law Group Art Sponsor

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 attached 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

 

Business Employment Lawyer

December 21, 2018

New York regulators fined Barclay’s bank $15 million after CEO Jes Staley attempted to unmask a whistleblower in 2016. The whistleblower had anonymously written two letters to Barclay’s board expressing concern that Tim Main had been hired to run the financial institutions group.

Staley told his board he thought unmasking a whistleblower was legal — and while he was able to keep his position as CEO he was publicly reprimanded by the bank. The New York State Department of Financial Services acknowledged that Staley was likely trying to protect his friend and colleague from what he felt was “unwanted and unfair publicity”, but nonetheless determined Barclays’ “shortcomings in governance, controls and corporate culture” breached New York state banking laws. Staley had been fined previously for these same actions by U.K. regulators.

Corporate whistleblowers enjoy certain protections under the law and it is essential that they feel safe to come forward and shed light on illegal practices in the workplace. BLG handles whistleblowing and retaliation cases and we encourage you to review the article linked below and become familiar with whistleblower laws to better understand employees’ rights – especially in the financial services sector. #BLG #whistleblowersrights

 

Whistleblower Attorneys Financial Services

December 10, 2018

Last month the New York City Council passed legislation which requires employers with 15 or more employees to provide a lactation room for expressing breast milk. The new bill expands upon the already-existing requirements under New York State Labor Law for businesses to provide reasonable unpaid break time (or permit employees to use paid break time) to express milk in the workplace for up to three years following the birth of a child, and to make reasonable efforts to provide a room or other location, other than a restroom, to express milk in private.

If the bill is signed into law by mayor Bill Deblasio, which is expected, it will take effect 120 days after the date of his signature. The Boyd Law Group will be monitoring the passage and effective date of this legislation. If you have questions or concerns about this legislation or any other labor and employment law questions, please feel free to contact us. #employmentlawchanges#

 

Pregnancy Discrimination Attorney NYC

November 16, 2018

In 2011, the Obama administration set guidelines for colleges and universities to follow when handling sexual assault and harassment allegations. The Department of Education’s Civil Rights Division sent letters to over 7,000 colleges and universities that receive federal funding advising them to “lower the standard of proof required to find a student guilty of a sexual offense.” This change notably altered the procedure for sexual assault investigations and allowed victims toavoid open hearings and the trauma of being cross-examined and having their claims scrutinized.

Recently, many of the accused under the 2011 protocol have challenged this framework claiming they are being denied due process and wrongfully punished and/or expelled for false allegations. In response, Secretary of Education Betsy DeVos is expected to release a complete revision to guidelines for how colleges and universities must handle sexual assault and harassment allegations sometime before this Thanksgiving. These new rules have been declared to “reduce liability for universities, tighten the definition of sexual harassment, and allow schools to use a higher standard in evaluating claims of sexual harassment and assault.” Once the proposal is published in the Federal Register it will be open for public review and comment before it becomes finalized.

Finding the right balance in these delicate and difficult situations is the key -- and this is far from an easy task. Victims’ rights advocates worry that the new guidelines will discourage victims from coming forward with complaints while others feel that the standards set in 2011 did not provide the accused the rights they deserve to defend themselves. We encourage you to read through the article below on this important and evolving issue in education and BLG will continue to keep you updated on the developments. #stayengagedwithusatBLG!

 

Colleges And Sexual Harassment | Education Law Attorneys

October 19, 2018

A Connecticut woman recently won her lawsuit against an employer that rescinded her job offer after she failed a pre-employment drug screening by testing positive for marijuana. Plaintiff Katelin Noffsinger was offered a position as activities manager for Bridge Brook Health & Rehabilitation Center, pending admission of a drug test. Noffsinger informed Bridge Brook that she had been prescribed medical marijuana for her PTSD following a car accident, and assured the company that she was a registered user of medical marijuana and only used it at night so that it would not affect her job performance. After Noffsiger received a positive test result, the company, a government contractor, rescinded her job offer and Noffsinger sued, alleging they had violated the Connecticut Palliative Use of Marijuana Act’s (PUMA) anti-discrimination provision.

A September 5, 2018 federal district court decision by Judge Jeffrey Meyer ruled in favor of Noffsinger – with the amount of damages to be awarded yet to be determined. This decision serves as a reminder to Connecticut employers to evaluate their policies regarding marijuana use outside of the workplace – the state currently has nearly 28,000 medical marijuana patients and the number continues to grow. The Connecticut Department of Labor is hoping to assist employers in becoming educated on laws regarding medical marijuana use, going so far as to hold workshops to discuss issues that may be encountered in the workplace and ways to ensure balance between employers’ policies and permitted medical marijuana use under Connecticut Law.

We encourage you to read through the article below, which includes a link to the court’s decision. Decisions as to medical marijuana use are likely to proliferate in the coming months and years and BLG will continue to keep you apprised of the developments.

Article Link

Medical Marijuana In The Workplace - Employment Lawyer

September 28, 2018

Following a current trend, on August 10th, 2018 the Governor of Massachusetts signed into law a statute governing non-compete agreements, restricting their potential scope, and in certain circumstances requiring employees constrained by them to receive pay for the duration of the restriction. Massachusetts is now yet another state with legislation meaningfully impacting the relationship between employers and employees with regard to restrictive covenants. California, Montana and North Dakota and have already passed similar laws.

It will be interesting to see whether this trend continues or impacts the laws or courts in the Tri-State area. At The Boyd Law Group, PLLC we will be watching carefully.

Boston Globe Article

Non Compete Agreements Attorney New York

September 7, 2018

Colin Kaepernick’s grievance case against the NFL will be allowed to proceed after a recent arbitration decision in his favor. Kaepernick filed a grievance against the NFL alleging that team owners colluded against him to keep him out of the league.

The arbitrator’s decision denied the NFL’s request to dismiss Kaepernick’s grievance, refusing to ignore the possibility that there may be evidence of collusion within the information provided by his legal team.

A trial date will likely be set before the end of 2018, but first the issue of additional discovery must be decided. This will entail more evidence gathering which will likely include additional depositions of NFL owners.

BLG is looking at this as a practical, legal matter; Kaepernick brought a claim against the NFL and it has not been finally adjudicated -- or close. We aren't commenting on the political aspect of this case, but simply pointing out that this is an important issue that has become a politically controversial topic with arguably too may parties weighing in before any meaningful outcomes have been reached. Too much news these days is rushed and impatient – let’s let the case play out more fully before championing either cause! #pleasewaitforthefacts

https://sports.yahoo.com/colin-kaepernick-wins-summary-judgment-case-vs-nfl-keeping-grievance-case-alive-203456241.html

Employment Law Arbitration

August 31, 2018

The Boyd Law Group, PLLC just filed race discrimination and retaliation

The Me Too movement has had an impact here in New York. Recent changes in the New York State and New York City sexual harassment laws, some of which are now coming into effect, will require employers to provide annual anti-harassment training to employees and to implement potentially new anti-harassment policies. The changes also: 1) require that a “standard complaint form” be provided to employees with harassment claims; 2) prohibit non-disclosure obligations in sexual harassment settlements or agreements unless the complainant prefers confidentiality; and 3) prohibit employers from mandating arbitration as the forum to adjudicate claims of sexual harassment.

If you are an employer, or an employee, and especially one who is dealing with a pending or potential harassment claim, be mindful of these important legal changes – and contact our attorneys at BLG for further assistance and counsel.

https://www.law.com/newyorklawjournal/2018/08/24/ny-releases-new-draft-sexual-harassment-prevention-policy-for-employers/?slreturn=20180909200647

NY Law Journal - Sexual Harassment Prevention Policy Employmers

August 31, 2018

Recently, in Epic Systems v. Lewis, the Supreme Court upheld employment agreements that force individuals to arbitrate wage and hour claims.

Employment contracts requiring individual arbitration proceedings for the resolution of employee disputes are common and often mandated by employers. This decision reduces the opportunity for employees to proceed as a group in class actions on wage claims and, thus, may reduce enforcement of employees’ disputes, as individual employee claims may not be strong or valuable enough to warrant the expense of a separate arbitration proceeding. The dissent written by Justice Ruth Bader Ginsburg expressed the view that this decision may result in an “under-enforcement of federal and state statutes designed to advance the well-being of vulnerable workers.”

Both sides of the aisle have, in our opinion, over-reacted somewhat to this decision and its implications going forward. It may prove to be part of a continuing trend however, and we are closely following such rulings. We encourage you to take a few minutes to read through the linked article for a more thorough analysis of the Court’s decision.

https://www.lexology.com/library/detail.aspx?g=e8cf6edb-8f31-4ea1-a3a9-c9255525c811

An Epic Win For Employers

Reviews For Patrick J. Boyd

Woman In IT With Gender Discrimination Case

Attorney Patrick Boyd did an amazing job with my case. BLG addressed all of my needs and responded to all my questions in a timely fashion. I would highly recommend Patrick!

From a Hedge Fund Executive - Contract Review and Negotiations

Honest, Diligent & A Great Person

The title of the review sums it up. The proof is that I used Patrick three times which only a satisfied customer would do. I have maintained contact with Patrick over the years simply because he and his staff are great people.

From A Publishing Executive - Severance Package Negotiations

Patrick was there for me from the beginning, taking me under his wing during a very stressful period. His sound legal judgment kept me grounded and protected my rights. He was always available for consultation, even at night. He works extra hard for his clients. I feel he became more than my lawyer, but a friend, too.

From An Executive With Sexual Harassment Claims

I am a former client of the Boyd Law Group and was very impressed by their level of professionalism, knowledge and discretion that was applied to my case. I worked with one of the associates as well as the founder Patrick Boyd. Both were very thorough in their research, knew to ask the right questions to undercut the opposing party who was never as prepared. Patrick is also very personable and an excellent negotiator who will get you the best possible settlement. I would not hesitate to recommend Patrick and his firm to any potential client and in fact, I already have.

From A Wall Street Executive With Whistleblower and Contract Claims

I've worked with Patrick a few times in my career. He's always been a very able partner in providing advice, a referral or fighting for me and my rights.

I've recommended Patrick to colleagues and friends and would not hesitate to do so again in the future.

From The Parent Of An Ivy League Student With Discrimination Claims

I recommend Mr. Boyd without reservation and with great appreciation and respect. This is not something I say lightly. Mr. Boyd provided superb legal advice and intervention.

Without Mr. Boyd's help, guidance, and most of all action we would never have be able to resolve our problem; with his help we did and were reimbursed for what we had paid the institution as well as Mr. Boyd's fees.

Mr. Boyd very quickly understood our predicament and more importantly understood how to resolve it. He did so with great finesse and a well worked out strategy, both indispensable when challenging an institution of almost unlimited resources.

I think that the clearest recommendation I could give him is that when a close friend found himself in serious trouble with his educational institution, I recommended Mr. Boyd to him. With precisely the same combination of finesse, strategy and empathy he resolved my friend's extremely perilous situation.

From A Wall Street Executive With A Sexual Orientation Discrimination Claim

Patrick, Steve and the team at The Boyd Law Group not only achieved a resolution that was more than fair...they were far more responsive and upfront than I would have initially expected given past experiences. They worked with me financially, and were very fair with managing my expectations. Moreover, given the group's experience, they are fair but strong negotiators, great listeners and put me, as a client, at ease. I won't think twice about approaching The Boyd Law Group in the future...and recommending them to family/friends and coworkers in need of advice.

From A CEO Of A European Company With Stock and Non-Compete Issues

Very efficient and communicative, Patrick Boyd was always available to me to explain and guide me through proper decision making, ensuring very close follow up with opponents. Ultimately achieved set goals and proper long-term agreement for my protection. I strongly recommend Patrick's professionalism and kindness!

Sales Executive With A Sexual Harassment Claim

Patrick and Steven are extremely professional. They made me feel valued as a client and had excellent follow up. I of course was also pleased with how they were able to resolve my case in a timely fashion. I highly recommend the Boyd Law Group.

From A Chef Data Officer At A Blue Chip Company With Ageism Claims Relevant To A Severance

Designation

I am writing to give my highest possible recommendation for Patrick Boyd and his team at The Boyd Law Group. Originally, Patrick came highly recommended. I had the distinct pleasure of working with Patrick and his team and successfully leveraging their significant experience. Patrick’s exceptional expertise, his thoughtful, deep, logical, and pragmatic approach along with the comprehensive execution of his team are truly unique! On my behalf, Patrick was engaged in non-trivial and lengthy negotiations, which resulted in a successful outcome. He was honest, warm, and very upfront with me at the very beginning and explained to me that It would be a very long and bumpy road, and that I basically have two choices. First was to agree with my current conditions, which wasn't acceptable for my family. The second choice required me to buckle up and be as calm and as emotionless as possible for a long time, which wasn’t always easy. Nevertheless, Patrick succeeded with getting the absolute majority of my needs met and was able to close the whole deal to my complete satisfaction. Overall, my entire work with Patrick and his team exceeded my initial, high expectations, and I still continue working with him to this date. Patrick is a truly unique expert and person, and I whole-heartedly recommend talking to him regarding your employment law related needs.