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Kris D. Meade

Partner | He/Him/His
Partner | He/Him/His
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Areas of Focus

Overview

Compliance with employment laws and regulations is always a challenge — particularly when an employer’s workforce is highly skilled, mobile and innovation-focused. With an emphasis on technology, consulting, healthcare and other information-driven industries, Kris works with boards of directors and senior corporate leadership to achieve their business goals through development of effective strategies focused on critical areas, including pay equity, the use of artificial intelligence and machine learning in making employment decisions, racial equity and civil rights audits, and retention of top talent.

Kris has decades of experience as a trusted advisor to leading multinational corporations and is a highly regarded labor and employment thought leader. With equal facility, he collaborates with senior executives, regulators, employee representatives, labor economists, and industrial and organizational psychologists to help businesses develop, implement and manage forward-thinking, proactive employment policies and initiatives.

Kris recognizes that every organization must address multiple audiences simultaneously: employees, subcontractors and other internal team members, as well as shareholders, regulators, community groups and related external stakeholders. As an advisor who recognizes the importance of listening, Kris synthesizes complex information and multiple points of view to develop and deliver guidance aimed at building consensus and achieving practical results.

Among other issues, Kris counsels clients on racial equity and civil rights audits, as well as assessments of DE&I programs following the U.S. Supreme Court’s decision in the Harvard/UNC cases; gender‐, race‐ and age‐based claims of systemic discrimination; environmental, social, and governance (ESG) initiatives; human capital reporting requirements; the use of artificial intelligence (AI) and predictive analytics tools in hiring, training, promotion, and other employment processes; privacy standards and frameworks; and legislative advocacy and policy development.

Based in Washington, D.C., Kris has developed highly effective relationships with federal and state regulators across the country. Believing that action must be based on information, Kris has authored hundreds of articles, client alerts, and blog posts and speaks frequently before industry and legal groups on labor and employment regulation, compliance, litigation and strategy.

Kris serves as co-chair of Crowell’s Labor & Employment Group.

Career & Education

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    • The George Washington University Law School, J.D., honors
    • University of Michigan, B.A., summa cum laude, Phi Beta Kappa
    • The George Washington University Law School, J.D., honors
    • University of Michigan, B.A., summa cum laude, Phi Beta Kappa

    • District of Columbia
    • Maryland
    • District of Columbia
    • Maryland

Kris's Insights

Client Alert | 9 min read | 04.24.24

FTC Issues Final Rule Banning Most Non-Compete Agreements

On April 23, 2024, the Federal Trade Commission (“FTC” or “the Agency”) voted 3-2 along partisan lines in a special public meeting to adopt the “Non-Compete Clause Rule” (the “Final Rule”), which will prohibit most employee non-competes with retroactive effect, except existing non-compete provisions of “senior executives.”  The Final Rule will also ban future non-compete agreements, including for senior executives, with limited exceptions.  The rule will not become effective until 120 days after publication in the Federal Register, and covered employers will be required to comply with the Final Rule by that effective date, which could come as early as August this year.  By the FTC’s own estimate, this ban could affect up to one-in-five American workers....

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Insights

Client Alert | 9 min read | 04.24.24

FTC Issues Final Rule Banning Most Non-Compete Agreements

Client Alert | 4 min read | 04.24.24

Muldrow Case Recalibrates Title VII “Significant Harm” Standard

Client Alert | 1 min read | 04.11.24

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

Client Alert | 12 min read | 03.04.24

Implications for Private Employers of the Supreme Court’s Harvard Decision Banning Race-Based Affirmative Action in College Admissions
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Practices

Industries

Kris's Insights

Client Alert | 9 min read | 04.24.24

FTC Issues Final Rule Banning Most Non-Compete Agreements

On April 23, 2024, the Federal Trade Commission (“FTC” or “the Agency”) voted 3-2 along partisan lines in a special public meeting to adopt the “Non-Compete Clause Rule” (the “Final Rule”), which will prohibit most employee non-competes with retroactive effect, except existing non-compete provisions of “senior executives.”  The Final Rule will also ban future non-compete agreements, including for senior executives, with limited exceptions.  The rule will not become effective until 120 days after publication in the Federal Register, and covered employers will be required to comply with the Final Rule by that effective date, which could come as early as August this year.  By the FTC’s own estimate, this ban could affect up to one-in-five American workers....

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