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Rebecca L. Springer

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

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    • 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 | 4 min read | 05.13.24

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

Now more than ever, federal contractors find themselves at the intersection of innovation and regulation, particularly in the realm of Artificial Intelligence (AI).  AI is now incorporated into a broad range of business systems, including those with the potential to inform contractor employment decisions.  For that reason, the Office of Federal Contract Compliance Programs (OFCCP) has issued new guidance entitled “Artificial Intelligence and Equal Employment Opportunity for Federal Contractors” (the “AI Guide”).  OFCCP issued the AI Guide in accordance with President Biden’s Executive Order 14110 (regarding the “Safe, Secure, and Trustworthy Development and Use of Artificial Intelligence”), which we reported on here.  The AI Guide provides answers to commonly asked questions about the use of AI in the Equal Employment Opportunity (EEO) context.  The AI Guide also offers “Promising Practices,” which highlight a number of important considerations for federal contractors.  Focusing on federal contractors’ obligations and attendant risks when utilizing AI to assist in employment-related decisions, the AI Guide also provides recommendations for ensuring compliance with EEO requirements while harnessing the efficiencies of AI....

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Insights

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.

Client Alert | 1 min read | 04.11.24

U.S. Chamber Submits Comments on the FAR Council’s Proposed Rule Regarding Pay Transparency
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Practices

Industries

Rebecca's Insights

Client Alert | 4 min read | 05.13.24

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

Now more than ever, federal contractors find themselves at the intersection of innovation and regulation, particularly in the realm of Artificial Intelligence (AI).  AI is now incorporated into a broad range of business systems, including those with the potential to inform contractor employment decisions.  For that reason, the Office of Federal Contract Compliance Programs (OFCCP) has issued new guidance entitled “Artificial Intelligence and Equal Employment Opportunity for Federal Contractors” (the “AI Guide”).  OFCCP issued the AI Guide in accordance with President Biden’s Executive Order 14110 (regarding the “Safe, Secure, and Trustworthy Development and Use of Artificial Intelligence”), which we reported on here.  The AI Guide provides answers to commonly asked questions about the use of AI in the Equal Employment Opportunity (EEO) context.  The AI Guide also offers “Promising Practices,” which highlight a number of important considerations for federal contractors.  Focusing on federal contractors’ obligations and attendant risks when utilizing AI to assist in employment-related decisions, the AI Guide also provides recommendations for ensuring compliance with EEO requirements while harnessing the efficiencies of AI....

View All Insights