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Cori Schreider

Counsel | She/Her/Hers
Counsel | She/Her/Hers
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Areas of Focus

Overview

Cori Schreider is a counsel in Crowell & Moring’s Labor and Employment Group, where she represents employers in both litigation and counseling matters. Her litigation practice focuses on individual and class action lawsuits arising in all areas of employment law, including but not limited to wage-and-hour laws, Title VII and state anti-discrimination laws, the Americans with Disabilities Act, alleged wrongful termination, and Federal and state whistleblower statutes. On the counseling side, Cori advises clients on various pre-litigation, employment-related issues, including revising and updating employment policies and practices, handling discrimination and harassment complaints, and conducting internal investigations.

Prior to joining the firm, Cori was a civil litigation attorney at a mid-size Baltimore law firm, where she concentrated her practice on commercial litigation, employment litigation and counseling, and general liability matters. Before entering private practice, she served as a law clerk to the Honorable Edward R. K. Hargadon (Ret.) of the Baltimore City Circuit Court.

While at the University of Maryland, Cori was the managing editor of the Journal of Healthcare Law and Policy and represented clients in the Consumer Protection Clinic.

Career & Education

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    • University of Delaware, B.A., political science, 2014
    • University of Maryland Carey School of Law, J.D., 2017
    • University of Delaware, B.A., political science, 2014
    • University of Maryland Carey School of Law, J.D., 2017

    • Maryland
    • District of Columbia
    • U.S. District Court for the District of Maryland
    • U.S. District Court for the District of Columbia
    • Maryland
    • District of Columbia
    • U.S. District Court for the District of Maryland
    • U.S. District Court for the District of Columbia

Cori's Insights

Client Alert | 5 min read | 06.24.24

Supreme Court Holds That Traditional, Four-Part Preliminary Injunction Standard Applies to National Labor Relations Act Injunctions

On June 13, 2024, The Supreme Court ruled in Starbucks v. McKinney that the National Labor Relations Board (“Board”) must meet the same four-part test that other litigants must satisfy in order to obtain a preliminary injunction. This holding resolves a split amongst the circuit courts, some of which have applied a “less exacting” two-factor test to preliminary injunctions under Section 10(j) of the National Labor Relations Act (“NLRA”)....

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Insights

Client Alert | 5 min read | 06.24.24

Supreme Court Holds That Traditional, Four-Part Preliminary Injunction Standard Applies to National Labor Relations Act Injunctions

Firm News | 2 min read | 05.30.24

Crowell & Moring Honors Recipients of 25th Annual George Bailey Public Service Awards

Client Alert | 2 min read | 05.09.24

New York Enacts Paid Prenatal Personal Leave

Firm News | 04.03.24

Landmark Settlement, with Sweeping Array of Restorative Measures, Unveiled in Historic Federalsburg Voting Rights Case
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Practices

Cori's Insights

Client Alert | 5 min read | 06.24.24

Supreme Court Holds That Traditional, Four-Part Preliminary Injunction Standard Applies to National Labor Relations Act Injunctions

On June 13, 2024, The Supreme Court ruled in Starbucks v. McKinney that the National Labor Relations Board (“Board”) must meet the same four-part test that other litigants must satisfy in order to obtain a preliminary injunction. This holding resolves a split amongst the circuit courts, some of which have applied a “less exacting” two-factor test to preliminary injunctions under Section 10(j) of the National Labor Relations Act (“NLRA”)....

View All Insights