Katie Aber
Overview
Katie Aber is a counsel in the firm’s Washington, D.C. office and a member of the Labor & Employment Group. Katie represents employers in both litigation and counseling matters. She has experience in all aspects of civil litigation, including drafting and challenging complaints, fact and expert discovery, and drafting motions and briefs. On the counseling side, Katie has experience in advising clients on various pre-litigation, employment-related issues, as well as on issues relating to public accommodations under the Americans with Disabilities Act. Katie also has experience conducting workplace investigations on a variety of issues, including harassment and retaliation claims.
Prior to joining the firm, Katie was a civil litigation attorney at an international law firm in New York City, where she concentrated her practice on commercial litigation, employment litigation and counseling, and white collar defense matters.
Katie graduated from Columbia Law School in 2017, where she was a James Kent and Harlan Fiske Stone Scholar and served on the Journal of Law and Social Problems.
Career & Education
- University of Pennsylvania, B.A., 2012
- Columbia Law School, J.D., 2017
- District of Columbia
- New York
- U.S. District Court for the Eastern District of New York
Katie's Insights
Client Alert | 4 min read | 03.05.26
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.
Client Alert | 3 min read | 01.20.26
Federal Government Challenges Minnesota Law Requiring Affirmative Action in State Government
Client Alert | 3 min read | 05.13.25
DOL Issues Revised Independent Contractor Misclassification Guidance
Insights
Harmonizing AI With EEO Requirements: OFCCP's Blueprint For Federal Contractors
|05.28.24
Westlaw Today
"When Anti-Discrimination Law Discriminates: A Right to Transgender Dignity in Disability Law" Columbia Law Journal of Law & Social Problems, Volume 50, Issue 1
|09.15.21
Katie's Insights
Client Alert | 4 min read | 03.05.26
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.
Client Alert | 3 min read | 01.20.26
Federal Government Challenges Minnesota Law Requiring Affirmative Action in State Government
Client Alert | 3 min read | 05.13.25
DOL Issues Revised Independent Contractor Misclassification Guidance
