1. Home
  2. |Professionals
  3. |Rebecca L. Springer

Rebecca L. Springer

Partner | She/Her/Hers
Partner | She/Her/Hers
cnNwcmluZ2VyQGNyb3dlbGwuY29t
VCard
VCard

Areas of Focus

Overview

Companies, both large and small, turn to Rebecca for advice on the complex employment issues that keep their legal and human resources staff up at night. From ensuring compliance with the wide range of affirmative action obligations for government contractors, to conducting sensitive and high-profile investigations, to navigating the “alphabet soup” of federal and state employment laws, Rebecca serves as a trusted resource and partner to her clients.

Rebecca understands the particular employment-related challenges that government contractors face. She has extensive experience conducting audits of personnel practices, preparing Affirmative Action Plans, and counseling clients on affirmative action issues. She has successfully represented numerous clients in Office of Federal Contract Compliance (OFCCP) audits, working effectively to demonstrate compliance and to negotiate favorable resolutions. Rebecca also works collaboratively with in-house counsel, human resources teams, and labor economists to analyze compensation, promotions, and other personnel practices to analyze disparities and provide strategic advice on proactive measures to address discrepancies and mitigate risk. With the ever-increasing focus on pay equity and pay transparency laws from corporate boards, activist shareholders, employees, and the public, clients turn to Rebecca for help navigating the intricacies of these complex issues and developing proactive solutions.

Clients also turn to Rebecca for her experience in conducting nuanced and strategic investigations of harassment, discrimination, and retaliation complaints. She has extensive experience conducting interviews, drafting both privileged and public investigation reports, and providing strategic advice to clients on the many issues that arise throughout an investigation. As a member of the firm’s Education Practice, Rebecca also has significant experience investigating and providing advice on sexual assault, harassment, and discrimination claims in the education context, and advises on Title IX compliance issues and conducting investigations of Title IX complaints.

Among other issues, Rebecca regularly counsels clients on how to navigate the panoply of state and federal employment-related laws, including employee leave, discrimination and harassment, reductions-in-force, and restructuring. She regularly conducts training on these topics and works collaboratively with her clients to find effective, practical solutions to employment-related challenges.

Rebecca is the Talent and Diversity Lead for Crowell’s Labor and Employment Group and serves as a member of the firm’s Office of General Counsel.

Career & Education

|

    • The White House
      Assistant to the Counselor to the President
    • The White House
      Assistant to the Counselor to the President

    • Washington University in St. Louis, B.A., 1993
    • Duke University School of Law, J.D., 1999
    • Washington University in St. Louis, B.A., 1993
    • Duke University School of Law, J.D., 1999

    • District of Columbia
    • Virginia
    • District of Columbia
    • Virginia

Rebecca's Insights

Client Alert | 5 min read | 05.30.24

Colorado AI Bias

On May 17, 2024, Colorado Governor Jared Polis signed S.B. 24-205, Consumer Protections for Artificial Intelligence, the first state law in the country to regulate employers’ use of artificial intelligence in employment decisions.  This law regulates both companies that develop and companies that deploy “high-risk” artificial intelligence systems (“AI systems”).  In particular, the law sets forth a set of provisions designed to ensure that developers and deployers use “reasonable care” to protect consumers from any “known or reasonably foreseeable risks to algorithmic discrimination” arising from the use of the AI system.  The law then creates a rebuttable presumption, for both deployers and developers, that reasonable care was used if they meet specific requirements and disclose key information about high-risk AI systems.  This law will be enforced by the Colorado Attorney General, and a violation of the law constitutes an unfair trade practice.  The law becomes effective on February 1, 2026....

View All Insights

Insights

Client Alert | 5 min read | 05.30.24

Colorado AI Bias

Client Alert | 4 min read | 05.13.24

Harmonizing AI with EEO Requirements: OFCCP’s Blueprint for Federal Contractors

Client Alert | 3 min read | 05.02.24

EEOC Publishes Final Rule Clarifying Critical Components of the Pregnant Workers Fairness Act

Speaking Engagement | 04.17.24

"Storm Clouds Gathering in Labor & Employment," OOPS 2024: Government Contracts Weathering a Dynamic Forecast, Washington, D.C.
|

View All Insights

Practices

Industries

Rebecca's Insights

Client Alert | 5 min read | 05.30.24

Colorado AI Bias

On May 17, 2024, Colorado Governor Jared Polis signed S.B. 24-205, Consumer Protections for Artificial Intelligence, the first state law in the country to regulate employers’ use of artificial intelligence in employment decisions.  This law regulates both companies that develop and companies that deploy “high-risk” artificial intelligence systems (“AI systems”).  In particular, the law sets forth a set of provisions designed to ensure that developers and deployers use “reasonable care” to protect consumers from any “known or reasonably foreseeable risks to algorithmic discrimination” arising from the use of the AI system.  The law then creates a rebuttable presumption, for both deployers and developers, that reasonable care was used if they meet specific requirements and disclose key information about high-risk AI systems.  This law will be enforced by the Colorado Attorney General, and a violation of the law constitutes an unfair trade practice.  The law becomes effective on February 1, 2026....

View All Insights