COREY P. ARGUST is an Associate in the Employment, Labor & Workforce Management practice, in the New York office of Epstein Becker Green. He provides strategic advice to, and litigates on behalf of, employers.

Mr. Argust’s experience includes:

• Advising on compliance with the requirements of the NLRA, FMLA, ADA, ADEA, FLSA, WARN Act, OSHA, Title VII, and federal and state wage and hour laws
• Counseling clients on all aspects of employee hiring, termination, promotion, and reductions in force
• Preparing employee handbooks, management policies, and compliant paid-time-off policies for employers with nationwide workforces
• Drafting, reviewing, and revising employment, severance, non-disclosure, and non-compete agreements, and counseling clients on compliance with such agreements
• Representing clients in collective bargaining, labor arbitration, unfair labor practice, and representation proceedings before the NLRB, and advising clients on responses to union organization campaigns
• Representing employers in all stages of investigations before the NLRB, DOL, EEOC, and state and local fair employment practices agencies
• Litigating a wide range of employment matters, including allegations of discrimination and retaliation under the ADEA, Equal Pay Act, ADA, and Title VII, and wage and hour violations
• Advising on the intricacies of the Service Contract Act, having worked extensively with government contractors

Before joining Epstein Becker Green, Mr. Argust was a labor and employment attorney at a national law firm. He previously represented management in the public sector as an Assistant Attorney General, Personnel and Labor Relations Section, in the Office of the Attorney General for the District of Columbia.

Select Representative Experience

• Led collective bargaining agreement (CBA) negotiations for a government contractor that resulted in a new comprehensive CBA, while simultaneously defending the client against multiple unfair labor practice allegations
• Served as lead negotiator for a client in collective bargaining for the renegotiation of five separate CBAs, which involved changes to wages, leave, health insurance coverage, and other benefits
• Represented a transportation services company facing 13 unfair labor practice charges filed with the NLRB
• Negotiated the settlement of a sexual harassment claim against a CEO in an EEOC mediation for less than one-third of the employee’s initial settlement demand
• Negotiated a staffing agency’s settlement of wage and hour violations in a mediation with the DOL
• Regularly negotiates settlements of back wage assessments against clients resulting from DOL investigations
• Defended a program management firm against a former employee’s wage claim for an unpaid retention bonus
• Counseled, on a pro-bono basis, a nonprofit company on employment matters, and drafted employee handbooks
• Regularly assesses the risk of organizing at hospitality properties, and counsels management on effective labor relations strategies