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Trina Fairley Barlow

Partner | She/Her/Hers

Overview

Employers at risk of high stakes litigation and dealing with sensitive investigations involving key personnel turn to Trina to minimize their legal risk, navigate changing legislative landscapes, win cases and protect their brand. Government contractors in highly regulated industries partner with Trina to comply with the myriad complex labor and employment laws and regulations unique to companies doing business with the federal government.

Trina has successfully defended clients in single plaintiff, class, and collective action cases in all phases of litigation. Her experience includes litigating cases before federal and state courts, administrative agencies, and other tribunals in cases arising under Title VII of the Civil Rights Act, the Age Discrimination in Employment Act, Americans with Disabilities Act, Family and Medical Leave Act, Equal Pay Act, Fair Labor Standards Act, and a host of other federal and state laws. She has prevailed on behalf of employers in cases involving breach of contract, non-competition agreements, misappropriation of proprietary information claims, and other business torts. In addition to being a zealous advocate in the courtroom, Trina always has her client’s business objectives top of mind and seeks to find solutions through collaboration and agreed upon strategy, evaluating at every step the risk-reward equation.  

Trina’s extensive investigations experience includes leading large internal investigations of alleged discrimination, sexual harassment, hostile work environment, retaliation, wage and hour, whistleblower, and ethics complaints that frequently involve senior leadership and claims of systemic discrimination and retaliation. Where necessary, Trina also collaborates with clients to investigate and respond to governmental inquiries. Trina’s investigations practice includes helping clients implement corrective actions and strategies in response to workplace complaints and conducting privileged analyses of companies’ complaint and investigations procedures in order to help clients better understand their legal exposure and identify best practices.  

Trina’s experience advising federal government contractors on essential employment and compliance issues includes advising them on the requirements of the Service Contract Act and the Davis-Bacon Act, and representing clients in investigations and litigation before the Department of Labor. She has also successfully defended and advised clients in whistleblower retaliation cases arising under the False Claims Act, National Defense Authorization Act, the Defense Contract Whistleblower Protection Act, and various state whistleblower protection laws.

Trina is co-chair of Crowell’s Labor and Employment practice group, a member of the Government Contracts Group, and a member of the firm’s Management Board. She is also a Chambers USA-ranked attorney, and a 2023 Lawyers of Color Wonderful Women honoree.

Career & Education

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    • University of Virginia, B.A.
    • The George Washington University Law School, J.D.
    • University of Virginia, B.A.
    • The George Washington University Law School, J.D.
    • District of Columbia
    • Maryland
    • U.S. Court of Appeals for the D.C. Circuit
    • U.S. District Court for the District of Columbia
    • U.S. District Court for the District of Maryland
    • U.S. District Court for the Northern District of Texas
    • District of Columbia
    • Maryland
    • U.S. Court of Appeals for the D.C. Circuit
    • U.S. District Court for the District of Columbia
    • U.S. District Court for the District of Maryland
    • U.S. District Court for the Northern District of Texas

Trina's Insights

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

On June 29, 2023, the Supreme Court held that it is unconstitutional (under the Constitution’s Equal Protection Clause, as to public institutions) and a violation of Title VI of the Civil Rights Act of 1964 (as applicable to private institutions accepting federal financial assistance) for colleges and universities to consider race as a factor in the admissions process. See Students for Fair Admissions, Inc. v. President & Fellows of Harvard Coll., No. 20-1199, 2023 WL 4239254 (U.S. June 29, 2023) (“Harvard”), a summary of which can be found here. This decision upended decades of precedent and has caused employers in the private sector to ask how the decision will impact diversity, equity, and inclusion (“DE&I”) initiatives and employment decisions. This article addresses the impact of Harvard, eight months later....

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Trina's Insights

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

On June 29, 2023, the Supreme Court held that it is unconstitutional (under the Constitution’s Equal Protection Clause, as to public institutions) and a violation of Title VI of the Civil Rights Act of 1964 (as applicable to private institutions accepting federal financial assistance) for colleges and universities to consider race as a factor in the admissions process. See Students for Fair Admissions, Inc. v. President & Fellows of Harvard Coll., No. 20-1199, 2023 WL 4239254 (U.S. June 29, 2023) (“Harvard”), a summary of which can be found here. This decision upended decades of precedent and has caused employers in the private sector to ask how the decision will impact diversity, equity, and inclusion (“DE&I”) initiatives and employment decisions. This article addresses the impact of Harvard, eight months later....