On Feb. 21, the National Labor Relations Board (NLRB) ruled that severance agreements with broad – yet common – confidentiality and non-disparagement provisions are unlawful. Employers routinely include confidentiality and non-disparagement provisions in separation or severance agreements that generally prohibit a departing employee from disclosing the terms of the agreement or disparaging the company in exchange for a payment to which the employee would not otherwise be entitled.

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Photo of Robert Goldich Robert Goldich

Robert M. Goldich has 40 years of experience as both a traditional labor lawyer and an employment lawyer and litigator, with a focus on complex employment and class action litigation. His nationwide practice includes the trial of cases involving claims under Title VII…

Robert M. Goldich has 40 years of experience as both a traditional labor lawyer and an employment lawyer and litigator, with a focus on complex employment and class action litigation. His nationwide practice includes the trial of cases involving claims under Title VII of the Civil Rights Act of 1964, Age Discrimination in Employment Act, Equal Pay Act, Americans with Disabilities Act, Multi-Employer Pension Plan Amendment Act, wrongful discharge, whistleblower and employment tort actions, and enforcement of restrictive covenants, confidentiality agreements and trade secrets. Bob has been lead counsel in many class and collective actions alleging violations of ERISA, the Fair Labor Standards Act, and state wage and hour laws. Bob also negotiates union contracts, and represents employers in NLRB matters and labor arbitrations. Bob’s clients include Fortune 100 companies, smaller and entrepreneurial businesses, and higher education and health care institutions.

Photo of Justin F. Keith Justin F. Keith

Justin helps unionized businesses maintain successful labor relations and helps non-union companies maintain direct relationships with their employees through education, training, and proactive union awareness. His labor practice encompasses all aspects of labor relations, including unfair labor practices, representation proceedings before the National

Justin helps unionized businesses maintain successful labor relations and helps non-union companies maintain direct relationships with their employees through education, training, and proactive union awareness. His labor practice encompasses all aspects of labor relations, including unfair labor practices, representation proceedings before the National Labor Relations Board and Courts of Appeal, contract negotiations, strikes and lockouts, grievances, and arbitrations. Justin also represents employers in all areas of employment law—including reductions in force, litigation of discrimination, harassment, whistleblower, and retaliation claims, and numerous other personnel and workplace issues—before state and federal agencies and in courts throughout the country.

Justin Co-Chairs the firm’s Labor & Employment Practice’s Labor-Management Relations group and advises clients in all areas of traditional labor law, including union organizing campaigns, collective bargaining negotiations, unfair labor practice charges and representation case proceedings before the NLRB, union awareness strategy and training, strike response and contingency planning, grievance arbitration proceedings, and appellate litigation before the NLRB and the Courts of Appeals. Justin was co-counsel to New Process Steel in the landmark Supreme Court case, New Process Steel v. NLRB, 560 U.S. 674 (2010). He is also a contributing editor of The Developing Labor Law, the leading treatise on U.S. labor law, and a frequent speaker to legal and industry groups on labor and employment issues.

Justin has litigated dozens of wage and hour class actions brought under the Massachusetts Wage Act and nationwide collective actions under the Fair Labor Standards Act. He represents employers across a broad spectrum of industries, including retail, transportation, delivery services, and telecom services in nationwide class and collective actions brought throughout the country.

Justin regularly provides counsel to senior management and human resource personnel on employment law compliance matters, such as reductions in force, leaves of absence, exempt status classification under the FLSA and state law, employee discipline, sexual

Photo of Jorge Coss Jorge Coss

Jorge Coss is an associate in the Labor and Employment practice group. Jorge focuses his practice on defending employers of all sizes in federal and state court, arbitrations, and before various administrative agencies, including the Equal Employment Opportunity Commission (EEOC). Jorge has experience…

Jorge Coss is an associate in the Labor and Employment practice group. Jorge focuses his practice on defending employers of all sizes in federal and state court, arbitrations, and before various administrative agencies, including the Equal Employment Opportunity Commission (EEOC). Jorge has experience representing employers in discrimination, retaliation, harassment, trade secret, restrictive covenant, and wage and hour claims arising under state and federal statutes. Jorge also counsels and advises employers on issues related to leave of absences, sick leave, accommodations, disciplinary actions, terminations, reductions in force, employment agreements, employee classifications, employee handbooks, and workplace policies. Jorge has represented employers against COVID-19 related discrimination claims arising from vaccine and testing policies.