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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 rely on Rebecca for expert guidance on complex employment issues that pose significant risks. Whether navigating the ever-changing landscape of diversity, equity and inclusion practices, developing comprehensive pay equity programs, conducting sensitive and high-profile investigations, or providing strategic counsel on federal and state employment laws, Rebecca delivers tailored solutions to her clients’ most pressing concerns.

Rebecca has spent significant time advising clients on how to assess and evolve their DEI practices to ensure they can certify compliance with federal anti-discrimination laws and minimize risk in the current climate. Rebecca also works collaboratively with in-house counsel, human resources teams, and labor economists to analyze compensation and personnel practices, and provides strategic advice on proactive measures to address discrepancies and mitigate risk. With the ever-increasing focus on pay equity and pay transparency, clients turn to Rebecca to navigate the intricacies of these complex issues and develop practical solutions.

Clients also value Rebecca’s significant experience in conducting nuanced and strategic investigations of harassment, discrimination, and retaliation complaints. With extensive experience developing an investigation approach, conducting interviews and drafting both privileged and public investigation reports, clients trust her to provide strategic advice throughout an investigation. As a member of the firm’s Education Practice, Rebecca also has significant experience investigating and providing advice on both current and historical or systemic sexual assault, harassment, and discrimination claims in the education context, as well as on Title IX compliance issues.

Rebecca also regularly counsels clients on how to navigate the panoply of state and federal employment-related laws, including employee leave, performance management, discrimination and harassment, and workforce reductions and restructuring. She regularly conducts training on these topics and works collaboratively with her clients to find effective, practical solutions to employment-related challenges.

Career & Education

    • The White House
      Assistant to the Counselor to the President
    • The White House
      Assistant to the Counselor to the President

    • Duke University School of Law, J.D.
    • Washington University in St. Louis, B.A.
    • Duke University School of Law, J.D.
    • Washington University in St. Louis, B.A.

    • District of Columbia
    • Virginia
    • District of Columbia
    • Virginia

Rebecca's Insights

Client Alert | 5 min read | 10.22.26

Some Harm Is Enough: Court Denies Motion to Dismiss EEOC Title VII Claim Over Employer-Sponsored Women-Only Event

On October 16, 2026, the United States District Court for the District of New Hampshire denied Coca-Cola Beverages Northeast, Inc.’s motion to dismiss the U.S. Equal Opportunity Employment Commission’s (EEOC) Title VII sex discrimination lawsuit arising from a women-only company-sponsored event. The Court held that the EEOC had “plausibly met” the applicable legal standard “by pointing to missed networking opportunities, the potential deprivation of paid time off, and the denial of perks including a company-paid hotel stay, food, and beverages.” This ruling is a clear sign that employer-sponsored events limited to employees of one sex carry legal risk, even when the employer’s intent is to address workforce imbalances or attendance at the event does not lead to measurable advantages. ...

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Insights

Client Alert | 5 min read | 10.22.26

Some Harm Is Enough: Court Denies Motion to Dismiss EEOC Title VII Claim Over Employer-Sponsored Women-Only Event

Podcast | 10.15.26

Lightning Round: What Employers Should Know About Politics in the Workplace and Voting Leave Going into Midterm Elections

Client Alert | 2 min read | 09.08.26

IRS Takes Aim: Proposed Rule Threatens Tax-Exempt Status of Private Schools

Client Alert | 4 min read | 08.21.26

OFCCP Completes Overhaul of Federal Contractor Compliance Framework: Three Final Rules Rescind EO 11246 Regulations, Narrow Section 503 Affirmative Action Requirements, and Update VEVRAA Coverage Thresholds

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Practices

Industries

Rebecca's Insights

Client Alert | 5 min read | 10.22.26

Some Harm Is Enough: Court Denies Motion to Dismiss EEOC Title VII Claim Over Employer-Sponsored Women-Only Event

On October 16, 2026, the United States District Court for the District of New Hampshire denied Coca-Cola Beverages Northeast, Inc.’s motion to dismiss the U.S. Equal Opportunity Employment Commission’s (EEOC) Title VII sex discrimination lawsuit arising from a women-only company-sponsored event. The Court held that the EEOC had “plausibly met” the applicable legal standard “by pointing to missed networking opportunities, the potential deprivation of paid time off, and the denial of perks including a company-paid hotel stay, food, and beverages.” This ruling is a clear sign that employer-sponsored events limited to employees of one sex carry legal risk, even when the employer’s intent is to address workforce imbalances or attendance at the event does not lead to measurable advantages. ...

View All Insights