New York Labor and Employment Law Attorneys

Press, Publications And Speaking Engagements

The Boyd Law Group - Employment Law Attorneys

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!

https://theboydlawgroup.com/samuel-wiles/

 

 

Sam Wiles Employment Lawyer

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

National Law Review Article

 

 

Whistleblower Attorney

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

Stephen Bourtin's Profile Page

 

 

Stephen Bourtin Employment Law Attorney Lawyer Of Distinction Award

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

Tiana Rooney's Profile Page

 

 

Tiana Rooney - Law Clerk

May 17, 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 News Article Link

 

 

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 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.

 

 

Gay Transgender Discrimination Attorney NY
In The Press

April 25, 2019

pregnancy discrimination attorneyConnecticut 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

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.

February 24, 2019

New York Times Article - Discrimination

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

New York Sexual Harassment Case

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 Art Sponsor

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

 

January 4, 2019

Business Employment LawyerIn 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

 

December 21, 2018

Whistleblower Attorneys Financial Services

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

 

 

December 10, 2018

Pregnancy Discrimination Attorney NYC

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#

 

November 16, 2018

Colleges And Sexual Harassment | Education Law Attorneys

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!

 

 

October 19, 2018

Medical Marijuana In The Workplace - Employment Lawyer

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

September 28, 2018

Non Compete Agreements Attorney New York

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

 

September 7, 2018

Employment Law Arbitration

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

August 31, 2018

NY Law Journal - Sexual Harassment Prevention Policy Employmers

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 counse

 

August 24, 2018

An Epic Win For EmployersRecently, 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

 

August 10, 2018

The Boyd Law Group, PLLC is happy to announce that Patrick J. Boyd was named as an “Avvo Top-Rated Lawyer” in 2018. Thank you to all of our clients who submitted reviews which made this award possible.Patrick Boyd AVVO Top Lawyer Award 2018

July, 16, 2018

The Boyd Law Group, PLLC just filed race discrimination and retaliation complaints with the New York City Human Rights Commission against a Salon that serves celebrities. An article referencing the filing was picked up by the New York Post today online and will run in the paper tomorrow. New York Post: Hair Colorist To The Stars Is A Racist, Vindictive Boss

 

June 29, 2018

New York Lead Lawyers Employment Law AttorneyThe Boyd Law Group, PLLC is happy to announce that Patrick J. Boyd was named one of the 2018 “New York Leaders In The Law” and featured in New York magazine. This special section of the New York magazine highlights the achievements of the tri-state area’s exceptional practitioners.

May 21, 2018

 BLG attorney Stephen Bourtin was once again quoted in the Connecticut Law Tribune on May 17th, 2018. Bourtin weighed in on an attorney's privacy rights in pursuing her federal court litigation over a visual impairment. Connecticut Law Tribune: No Jane Doe Attorney Can't Hide Identity In Suit Against Bausch Lomb Valeant Pharmaceutical

May 10, 2018

 BLG attorney Stephen Bourtin was quoted by the Connecticut Law Tribune on May 7th, 2018. Bourtin gave his thoughts on an FMLA retaliation lawsuit. Nice going Steve!  Former MassMutual Employee Sues Company Claiming Retaliation Over Use Of FMLA

May 1, 2018

The Boyd Law Group, PLLC participated in REHAL V. WEINSTEIN AND THE NEW YORK CITY HUMAN RIGHTS LAW, a panel discussion at the St. John’s University Manhattan Campus on Friday, April 27th, 2018. A small group of attorneys made up the panel led by David Marshall, Director of St. John’s University Center for Labor & Employment Law. The Boyd Law Group, PLLC was honored to be a part of this event.

April 13, 2018

We are excited to announce that The Boyd Law Group, PLLC has received the 2018 Client Champion - Silver Distinction award from Martindale-Hubbell.

The Client Champion awards are given to an elite group off attorneys who demonstrate commitment to client service based on the quantity and quality of their scores on Martindale-Hubbell client reviews. This is the second year in a row that BLG has received this award.

March 20, 2018

The Boyd Law Group, PLLC recently secured a nice win in The United States District Court for the District of Connecticut. Stephen Bourtin, head of BLG’s Stamford, Connecticut office, successfully defended a Defendant’s motion to dismiss in the United States District Court, District of Connecticut. On January 29th, 2018, the Honorable Michael P. Shea upheld the Plaintiff’s Title VII retaliation claim for opposing sexual harassment of a coworker and his claim for workplace free speech retaliation under the Connecticut Constitution and Conn. Gen. Stat. 31-51q.

March 8, 2018

Patrick J. Boyd quoted in the press relating to disability accommodation and strategic plaintiff side concerns in a union environment. Hat tip to new team member Rachel McCormick for her assistance with this article. See the article "Should Volunteer Groups Accept Everyone?" by clicking the link.

October 26, 2017

Patrick J. Boyd was quoted in a publication and discusses the benefits and drawbacks of being a freelance worker. See the article "Is Freelance or Regular Pay Better?" by clicking the link here.

September 26, 2017

We are happy to announce that Patrick has been named to the 2017 New York Metro Super Lawyers list as a labor and employment attorney for the fourth year in a row. Patrick J. Boyd's Super Lawyer Profile Link

August 8, 2017

The Boyd Law Group is happy to announce its successful defense of a commercial litigation brought against a longstanding and valued client, Fabric Branding, LLC. This action was initiated in the Supreme Court of the State of New York and assigned to The Honorable Cynthia S. Kern, J.S.C. Defendants filed a motion to dismiss which resulted in the dismissal of seven of the eight claims which were brought against Fabric Branding and its CEO and Founder, Simon Pearce and significantly limited the scope of available damages. After the Court’s ruling on the motion, the sole remaining cause of action for breach of contract against Fabric Branding was voluntarily dismissed on July 31, 2017. TRN, LLC - v. - Fabric Branding, LLC, et al., Index #: 654091/2016.

February 9, 2017

Patrick Boyd and Stephen Bourtin discuss non-compete agreements in an article by Lindsay Novak.

Discuss Non-compete Agreements Before You Sign

December 23, 2016

BLG was listed in the New York Law Journal’s Top Settlements of 2016 in the employment law section for top settlements.

New York Law Journal: Top Settlements of 2016

October 10, 2016

We are pleased to announce that for the third consecutive year in a row Patrick Boyd was selected as a 2016 New York State Super Lawyer in the Employment Litigation category.

May 2016

Patrick J. Boyd quoted in Forbes relating to BLG’s representation of a class of airline pilots, “American Airline Pilot Seniority Integration Faces Lawsuit by U.S. Airways Pilots

April 2016

The Boyd Law Group mentioned in a Law.360 article “Tire Co. Inks $2 million Deal to EEOC Sex Bias Row”, regarding multi-million dollar settlement in a class action case.

September 2015

Patrick J. Boyd quoted by a reporter on new workplace and social media issues especially related to developing law in the tri-state area. com article by Lindsay Novak “Concern Over Social Media Privacy”.

December 2014

Patrick J. Boyd interviewed for article by Lindsey Novak dealing with the legal implications of romance in the workplace, “To Date or Not to Date: Choosing Love or a Job”.

November 2014

Patrick J. Boyd appeared on ABC news relating to school whistleblower case.

August 2014

Patrick J. Boyd quoted in New York Times Article relating to school whistleblower case: “Manhattan Preschool Teacher Who Alleged Abuse Sues Over Firing”.

July 2014

Stephen Bourtin quoted relating to a school whistleblower case, New York Times Article, “At Manhattan Preschool, Accounts of Sex Abuse Case Differ

February 2014

Employees Should Take Jobs Offered in Layoff by Lindsey Novak

May 2013

Patrick J. Boyd interviewed for article by Lindsey Novak, Setting a Bad Example:Fired For Being Honest

March 2013

Patrick J. Boyd interviewed for article about workplace medical leave, Upfront Health Information Can Hurt Job Opportunity

April 2012

The Boyd Law Group, PLLC featured on the front page of The New York Law Journal in an article by Brendan Pierson relating to a client victory under New York State Whistleblower Law. 

February 2012

Patrick Boyd interviewed by Connecticut Post, for article Hanes Ordered to Pay $650K in Discrimination Case.

January 2012

Patrick Boyd interviewed by The Root, Hanes Underwear in a Bunch Over N-Word Email

December 2011

Patrick Boyd interviewed by Bangor Daily News, Waterville Paper Settles Lawsuit Filed By Reporter Over Gay Marriage Email.

September 2011

Patrick Boyd interviewed by Herald-Tribune, Lindsay Novak: All Good References Useful; Get Them Throughout Life.

July/August 2011

Patrick Boyd quoted in Diversity Executive, Getting Past the Past.

March 2011

Patrick Boyd interviewed by Naples Daily News, Florida Couple’s Textual Harassment Suit Joins National Trend

November 2010

Patrick Boyd interviewed by SHRM Connect, Hostile E-Mail Becomes Principal Evidence in Discrimination Lawsuit

October 2010

Patrick Boyd interviewed by New York Daily News, Axed Worker Yunusa Kenchi Slaps Hanes With Suit For Race Bias

October 2010

Patrick Boyd interviewed by FOX News regarding representation on race discrimination matter. 

October 2010

Patrick Boyd interviewed by Village Voice, Hanes Employee Sends “N-Word” Email; Panty Brand in Hot Water

October 2010

The Boyd Law Group featured in press release relating race discrimination case. 

June 2009

Patrick Boyd interviewed by Spiegel TV regarding representation on a sexual harassment and retaliation matter 

September 2008

Patrick Boyd quoted in Forbes.com article To Sign Or Not To Sign? relating to severance agreements

July 2007

Patrick Boyd quoted in Forbes.com article Using Employees’ E-mail Against Them

June 2006

Patrick Boyd interviewed by Downtown Express regarding representation on a FLSA and labor law matter - View Interview

March 2006

Patrick Boyd quoted in U.S. News & World Report article Seven Tips for Evaluating a Buyout Offer.

Publications
  • 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)
Speaking Engagements
  • 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)