Daniel J. Corbett

Emp Law Career Associate

Wheeling, W.V. (GOC)


Read full biography at www.orrick.com

Daniel Corbett is a member of the employment law group at Orrick’s Global Operations Center in Wheeling, West Virginia.  Dan provides high-value employment litigation and counseling services to global leaders in a variety of sectors, including retail, tech, and financial services.

Dan has deep experience in a number of areas, including wage-and-hour class actions, trade secrets and unfair competition, discrimination and harassment claims, and whistleblower matters.  He brings three years of intellectual property (IP) experience to Orrick, having practiced in the areas of copyright and trademark law prior to joining Orrick in the employment group.  Dan co-founded Orrick's Trade Secrets Watch blog, and he continues to serve on the editorial board.  The blog quickly established itself as a leading voice in the trade secrets area and has enjoyed a positive profile on Page 1 of The Recorder and discussion in media such as Corporate Counsel, Bloomberg, and Law360.

For the third straight year, Orrick’s Employment Law and Litigation group was recently named Labor & Employment Department of the Year in California by The Recorder, the premier source for legal news, in recognition of their significant wins on behalf of leading multinational companies on today’s most complex and challenging employment law matters.

Prior to joining Orrick, Dan worked at Elliott & Davis in Pittsburgh, where his practice focused on trademark and copyright law. He has worked as a grant writing consultant for nonprofit organizations and as an intern with a public policy think-tank in Washington, D.C.  Dan studied journalism in college, where he worked for a local newspaper and a public radio station.

Dan is an avid runner and completed five marathons in five consecutive years before (temporarily) hanging up his running shoes after he and his wife welcomed their second child.  He currently gets most of his exercise chasing after toddlers.


Posts by: Daniel Corbett

Doctors’ Equal Pay Collective Action Gets Negative Diagnosis

As readers of this blog know, pay equity laws and regulations are expanding rapidly in the U.S. at both the federal and local level, as well as internationally.  And while regulatory compliance is critical and remains an area to watch (and we’ll keep covering it for you here), employers can take a short breath of relief after a recent victory in one of the key proving grounds for equal pay claims—class and collective action litigation.

On March 29, 2019, in Ahad v. Board of Trustees of Southern Illinois University, the U.S. District Court for the Central District of Illinois decertified an equal pay collective action brought by a group of female physicians.  Although the plaintiff alleged that she and other female physicians were paid less than male comparators for equal or similar work under the same compensation plan, Judge Sue E. Myerscough concluded that the opt-in members of the collective action had widely varying practices, duties, and compensation structures that would require many individualized inquiries, making the case inappropriate for treatment as a collective action.

READ MORE

Oregon Announces Final Rules for Equal Pay Law Set to Take Effect January 1, 2019

As we reported last month, the Oregon Bureau of Labor and Industries (BOLI) issued proposed regulations interpreting the provisions of the new Oregon Equal Pay Act of 2017, which will become effective January 1, 2019.

On November 19, 2018, after receiving a number of comments on proposed rules BOLI filed final rules with the Secretary of State. Stakeholders that provided input on the potential impact of the rules as originally proposed ranged from large law firms and industry groups to small business owners and farmers, as well as multiple higher education institutions (including Oregon State University, Portland State University, the University of Oregon, and the Oregon Community College Association). READ MORE

In Oregon, Employers Await Guidance as New Equal Pay Law’s January 1, 2019 Effective Date Looms

The Oregon Bureau of Labor and Industries (BOLI) has issued proposed regulations interpreting the provisions of the new Oregon Equal Pay Act of 2017, which will become effective January 1, 2019.  Although the prohibition against “seek[ing]” salary history from applicants already is in effect, many of the law’s most significant provisions go into effect on January 1.  READ MORE

EEOC Announces Final Rule on Equal Pay Disclosures

Yesterday, the EEOC announced that it had finalized a regulation that will increase disclosure requirements regarding employee compensation for thousands of businesses. The new rule, which we’ve blogged about previously, requires all businesses with 100 or more workers to submit pay data by gender, race and ethnicity on their EEO-1 forms. Specifically, employers will now need to provide:

READ MORE

Equal Pay and Equity Status: Recent Wave of Litigation Brings Gender Gap at Major Law Firms to the Forefront

In an emerging trend, law firms have found themselves the targets of recent lawsuits alleging gender discrimination against female partners.  Most recently, Kerrie Campbell, a litigation partner at Chadbourne & Parke’s Washington, D.C. office filed a $100 million proposed class action lawsuit on behalf of all female partners at the firm.  She alleges that Chadbourne’s male-dominated culture leads to unequal compensation for women.  The lawsuit, filed on August 31, 2016, in federal district court in New York, seeks relief under Title VII, the Federal Equal Pay Act, and the District of Columbia Human Rights Act.

READ MORE

Take Your Pick: E.D.N.Y. Decision Offers Guidance for Plaintiffs and Defendants Alike on How to Handle “Picking Off” Attempts in FLSA Collective Actions

“Sometimes surrender is the best option.” That is how Judge Raymond J. Dearie of the Eastern District of New York begins his opinion in Anjum v. J.C. Penney Co., Inc., before denying J.C. Penney’s motion to dismiss a putative Fair Labor Standards Act (FLSA) collective action based on the company’s offer to pay the claims of four named plaintiffs with offers of judgment under Federal Rule of Civil Procedure 68—a strategy often referred to as “picking off.” Even though the court rejected J.C. Penney’s picking off attempt in this case, the judge’s opinion in Anjum recognizes the validity of this tactic and provides some practical lessons for defense counsel looking to successfully pick off an FLSA collective in the Second Circuit.

READ MORE