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Glenn D. Grant

Senior Counsel
Senior Counsel
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VCardLinkedIn

Areas of Focus

Overview

Glenn D. Grant is a senior counsel in the Crowell & Moring's Labor and Employment Group, where he counsels and represents employers on the full range of labor and employment law matters, including such areas as disability discrimination issues, wage and hour compliance, affirmative action compliance, employment policies, FMLA compliance, ERISA, and wrongful discharge/employment tort litigation.

Glenn has extensive trial experience involving class action discrimination litigation as well as individual employment claims under Title VII of the Civil Rights Act of 1964. He has also litigated claims arising under the Age Discrimination in Employment Act, the Americans With Disabilities Act, various other federal and state anti-discrimination statutes, as well as employment-related contract and tort claims. He counsels and represents employers in collective bargaining, union representation elections, and other matters under the National Labor Relations Act before the National Labor Relations Board.

Glenn is admitted to practice law in the District of Columbia and Pennsylvania (inactive) and is a member of the Labor and Employment Sections of the D.C. and American Bar Associations.

Career & Education

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    • Bucknell University, B.A.
    • The George Washington University Law School, J.D., With Honors, Member of George Washington Law Review
    • Bucknell University, B.A.
    • The George Washington University Law School, J.D., With Honors, Member of George Washington Law Review

    • District of Columbia
    • Pennsylvania (Inactive)
    • District of Columbia
    • Pennsylvania (Inactive)

  • Professional Activities and Memberships

    • Member, Labor and Employment Sections, D.C. and American Bar Associations

    Professional Activities and Memberships

    • Member, Labor and Employment Sections, D.C. and American Bar Associations

Glenn'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

Client Alert | 6 min read | 01.22.24

The Department of Labor Publishes the Final Independent Contractor Rule

Client Alert | 3 min read | 11.07.23

NLRB Revises and Broadens Test for Joint-Employer Status

Press Coverage | 10.27.23

Joint Employment Rules Vary by Agency: Different Tests Explained
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Practices

Industries

Glenn'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