Massiel L. Sanchez
Legal Administrative Assistant Debra M. Magliano
Massiel is an associate in the firm’s Labor, Employment and Employee Benefits Group. She represents public and private employers in federal and state courts, as well as before the Massachusetts Commission Against Discrimination and the Equal Employment Opportunity Commission. Massiel advises and represents corporations and their executives on employment-related issues, including in the defense of discrimination, harassment, and retaliation claims; wrongful termination claims; wage payment claims; internal investigations; and employee relations matters. She also advises on policy and regulatory changes and prepares employment agreements, severance agreements, employee handbooks, and workplace policies.
Massiel is fluent in Spanish and admitted to practice in Massachusetts and Maine.
Prior to joining Mirick O’Connell, Massiel was an associate at Peabody & Arnold LLP and Wilson Elser Moskowitz Edelman & Dicker, LLP.
Bar & Court Admissions
- U.S. District Court for Massachusetts
- U.S. District Court for Maine
- New England School of Law JD (2017)
- Florida State University BS (2013)
- Charter Schools Legal Update: “Public School Did Not Violate Parents’ Constitutional Rights When School Staff Spoke To Their Children About Gender Identity,” Mirick O’Connell Client Alert, January 19, 2023
- Public Education Legal Update: “Public School Did Not Violate Parents’ Constitutional Rights When School Staff Spoke To Their Children About Gender Identity,” Mirick O’Connell Client Alert, January 19, 2023
- Labor, Employment and Employee Benefits Legal Update: “The NLRB Pendulum Swings Back: Employers Face Increased Liability for Damages, While It’s Once Again Easier for Smaller Worker Groups to Organize,” Mirick O’Connell Client Alert, December 16, 2022
- Labor, Employment and Employee Benefits Legal Updates: “Don’t Delay: MA Employers Are Now Strictly Liable for Three Times the Amount of Wages for Late Payments With No Safe Harbor for Paying in Full Prior to Suit,” Mirick O’Connell Client Alert, April 8, 2022
Is Your Company in Compliance With Executive Order 13706?
In September 2015, Executive Order 13706 was signed, requiring employers that enter into covered contracts with the federal government to provide covered employees with up to seven days (56 hours) of paid sick leave annually, including paid leave allowing for …[ load webpage to read more ]
SJC Finds Public Meeting Comment Restrictions Unconstitutional
Government boards and committees should review their public comment policies following a decision this week by the Supreme Judicial Court holding that a “civility code” violated the Massachusetts Constitution’s Declaration of Rights and the Massachusetts Civil Rights Act. In Barron v. …[ load webpage to read more ]
The FTC’s Proposed Ban On Noncompetes – Predictions
Following his election, President Biden issued “The Biden Plan for Strengthening Worker Organizing, Collective Bargaining and Unions,” in which he promised to work with Congress to “eliminate all non-compete agreements” with very limited exceptions. While a bipartisan bill, the Workforce …[ load webpage to read more ]
Update Policies to Comply with the Massachusetts CROWN Act
At the end of October 2022, the Massachusetts Act Prohibiting Discrimination Based on Natural and Protective Hairstyles (the “CROWN Act”) went into effect. The CROWN Act expands the definition of “race” under Chapter 151B to include “traits historically associated with …[ load webpage to read more ]
2023 Changes in Massachusetts Employment Laws
Beginning January 1, 2023, changes to the Massachusetts Minimum Wage Law, retail premium pay, and Massachusetts Paid Family and Medical Leave Law take effect. Changes to Minimum Wage & Premium Pay Changes to Paid Family and Medical Leave (PFML) …[ load webpage to read more ]
Employers Must Remember Their Obligations under the Massachusetts Pregnant Workers Fairness Act
The Massachusetts Pregnant Workers Fairness Act (the “Act”), which went into effect on April 1, 2018, amended Massachusetts General Law c. 151B to include “pregnancy or a condition related to pregnancy, including, but not limited to, lactation, or the need …[ load webpage to read more ]
DOL Proposes to Revert the Independent Contractor Analysis to the Employee-Friendly Totality-Of-The-Circumstances Analysis
On October 11, 2022, the Department of Labor (“DOL”) issued a new proposed rule, entitled “Independent Contractor Status Under the Fair Labor Standards Act,” for determining whether an individual is an independent contractor or an employee under the Fair Labor …[ load webpage to read more ]
EEOC Issues Updated Guidance Regarding COVID Screening by Employers
On July 12, 2022, the Equal Employment Opportunity Commission issued updated guidance for employers regarding COVID-19 testing and accommodations. Perhaps most impactful, the EEOC altered its position regarding employers testing employees for COVID-19 as part of a mandatory screening prior …[ load webpage to read more ]
Don’t Delay: MA Employers Are Now Strictly Liable for Three Times the Amount of Wages for Late Payments With No Safe Harbor for Paying in Full Prior to Suit!
Under the Massachusetts Wage Act (the “Wage Act”), if an employee voluntarily quits their employment, the employer must pay the employee their final wages, including any earned, unused vacation pay, on the employer’s next regular pay day. However, when an employee …[ load webpage to read more ]
The Times They Keep A-Changing: The New Illinois Restrictions on the Use of Non-Compete and Non-Solicit Agreements
The state-by-state non-compete reform movement keeps rolling – this time in the state of Illinois. Effective January 1, 2022, the Illinois Freedom to Work Act has dramatically changed the landscape for employers in that state who desire to use non-compete …[ load webpage to read more ]