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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

    • 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 | 4 min read | 03.05.26

DOL’s Proposed Independent Contractor Rule Reverts to Prioritize Two Core Factors – Likely Limiting Misclassification Claims by Contractors

The U.S. Department of Labor (DOL) has proposed another revision to independent contractor regulations, one that would provide for more leeway in classifying workers as contractors. DOL’s proposed rule, published on February 26, 2026, would rescind the Biden DOL’s March 2024 independent contractor regulation and reinstate a framework substantially tracking the prior Trump rule of January 2021. The proposed rule would also apply the narrower analysis to worker classifications under the Family and Medical Leave Act (FMLA) and the Migrant and Seasonal Agricultural Worker Protection Act (MSPA). The comment period closes in late April 2026; until then, the 2024 rule remains in effect for purposes of private litigation....

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Insights

Client Alert | 4 min read | 03.05.26

DOL’s Proposed Independent Contractor Rule Reverts to Prioritize Two Core Factors – Likely Limiting Misclassification Claims by Contractors

Client Alert | 4 min read | 03.04.26

Sixth Circuit Finds EFAA Arbitration Bar to Entire Case — Not Just Sexual Harassment Claims

Firm News | 1 min read | 07.01.25

Crowell Represents Parsons Corporation in Strategic $89M Acquisition

Client Alert | 3 min read | 12.09.24

New York Department of Labor Issues Guidance Regarding Paid Prenatal Leave, Taking Effect January 1

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Practices

Cori's Insights

Client Alert | 4 min read | 03.05.26

DOL’s Proposed Independent Contractor Rule Reverts to Prioritize Two Core Factors – Likely Limiting Misclassification Claims by Contractors

The U.S. Department of Labor (DOL) has proposed another revision to independent contractor regulations, one that would provide for more leeway in classifying workers as contractors. DOL’s proposed rule, published on February 26, 2026, would rescind the Biden DOL’s March 2024 independent contractor regulation and reinstate a framework substantially tracking the prior Trump rule of January 2021. The proposed rule would also apply the narrower analysis to worker classifications under the Family and Medical Leave Act (FMLA) and the Migrant and Seasonal Agricultural Worker Protection Act (MSPA). The comment period closes in late April 2026; until then, the 2024 rule remains in effect for purposes of private litigation....

View All Insights