Reginald Jones, former EEOC Commissioner and Chief Counsel to the US Senate on Labor quality checks all GO/NHCG Compliance programs for their accuracy and efficacy.
Reg is also available, as part of Growth Opportunities affiliation, for Executive Consulting and is an excellent speaker for Executive Groups.
ARBITRATOR-MEDIATOR-DIVERSITY CONSULTANT:
Reg Jones is a seasoned labor and employment
law practitioner who serves as a neutral arbitrator or mediator to resolve
workplace disputes. He has also
served as a monitor of court-ordered and voluntary consent decree agreements in
connection with class action discrimination lawsuits and related governmental
investigations.
As counsel, his
work included developing proactive strategies to prevent discrimination and
achieve productive diversity in the workplace, and he counseled clients on
using workforce diversity practices and policies to achieve business
objectives, including diversity program design, implementation and
training. He also represented
management and labor in union contract negotiations, but worked primarily on
the management side.
He has helped
clients with designing, instituting, maintaining and trouble shooting in-house
EEO compliance and ADR systems.
Further, he has been consulted and retained by outside or in house
counsel to investigate sensitive internal matters; or to serve as an expert
witness on EEO investigation and compliance matters.
As a Commissioner of the U.S. Equal
Employment Opportunity Commission (EEOC) from 1996 to 2000, Mr. Jones chaired
the EEOC’s Task Force to study and report on best EEO and diversity policies,
practices and procedures in the private sector.
Prior to the EEOC, he served as Labor and Employment Counsel
to the U.S. Senate Labor and Human Resources Committee and was significantly
involved in the enactment of such primary employment legislation as: the Civil
Rights Act of 1991, the Family and Medical Leave Act, the Americans with
Disabilities Act and the Older Workers Benefit Protection Act.
His experience includes:
Diversity consulting and advising clients on EEO
program design, implementation and training; Conducting workplace investigations; Resolution of workplace disputes through mediation,
arbitration, etc.; Consent Decree Monitor and/or Diversity Consultant in
class action EEO settlements; Client
representation before state and federal boards, agencies and courts.
ADMITTED TO PRACTICE:
Court Jurisdictions:
Supreme
Court of the United States, District
of Columbia
U.S. Court
of Appeals for the Second Circuit, New
York
Southern
and Eastern District Courts of New York
District
Court for the District of Columbia
EDUCATION: M.B.A.
New York University, Stern School of Business Administration, J.D.
New York University School of Law, B.A.
Yale University
PROFESSIONAL ACTIVITIES/ASSOCIATIONS: Fellow,
College of Labor and Employment Lawyers, American
Arbitration Association Panel of Arbitrators, American
Health Lawyers Assn. Dispute Resolvers Panel, Certified
Mediator of EEO Disputes, Recognized Expert on EEOC investigative & administrative
process, Member,
National, American, and District of Columbia Bar Associations, National
Employment Law Council Planning Committee Member, Minority
Corporate Counsel Association Contributing Author, Member,
Society for Human Resource Management, Member
Emeritus, Center for Labor and Employment Law, NYU School of Law
PUBLICATIONS: Reginald
E. Jones and Darrell S. Gay, The Levey White Paper Opposing Law Firm
Diversity – A House Built on Shaky Foundations, November 2007, National
Employment Law Council [NELC] web site at http://www.nelc-law.org/member/articles/pdf/levey_resp.pdf,Reginald
E. Jones, RELIGION ON THE JOB: Employees No Longer Check Spirituality at the
Workplace Door, HR Advisor, Volume
12, Number 3, March/April 2006 issue., Reginald
E. Jones, Ten Tips for Class Action Consent Decree Settlement Survival, The
Practical Litigator, September, 2006,
[Originally delivered at 2005 ABA Annual Convention, Labor and Employment Law
Section, Meeting of the EEO Committee as part of a panel on Systemic
Discrimination]. Available on line
at the following address: http://www.bna.com/bnabooks/ababna/annual/2005/022.pdf, Reginald
E. Jones, Preventing Employee Identity Theft Becomes a Growing Liability
Concern for Employers, Employment
And Labor Update - November 2005 Issue, Lorman Education Services.,Reginald
E. Jones, Law Firm Diversity Initiatives -- In Light of U. Michigan
Affirmative Action Cases, The Metropolitan Corporate Counsel, Volume 12, Number 2, February 2004 issue., Reginald
E. Jones, Diversity Metrics and Reverse Discrimination – Collision
Course or Avoidable Collision?
Published in Minority Corporate Counsel Association [MCCA] research
series Creating Pathways to Diversity
Report on Measurement in Diversity Initiatives, at pages 5 through 8 and 88 through 95 (2003)., Reginald
E. Jones, The Future of Employment Discrimination Law: Views of a Former EEOC Commissioner,
TheMetropolitan Corporate
Counsel, Volume 9, Number 3, March 2001
issue., Reginald
E. Jones, Are We Witnessing a Kinder, Gentler EEOC? The EEOC’s Task Force Report on Best
Private Sector EEO and Diversity Practices and Other Agency Trends, The
Labor Lawyer, Vol. 14, Number 2, Fall 1998 issue., Reginald E. Jones, Chairman, EEOC Task Force Report
on Best Equal Employment Opportunity Policies, Programs and Practices in the
Private Sector, Equal Employment Opportunity Commission, September &
December, 1997, February 1998.
· Leibold,
Sola and Jones, Civil Rights Act of 1991: Race to the Finish – Civil Rights, Quotas and Disparate
Impact in 1991, Rutgers Law Journal, Vol. 45, Number 4, Summer 1993 issue.
Reginald Jones, former EEOC Commissioner and Chief Counsel to the US Senate on Labor quality checks all GO/NHCG Compliance programs for their accuracy and efficacy.
