Katie Erno
Overview
Private employers turn to Katie to provide timely, thoughtful, and strategic advice on compliance with the full spectrum of labor and employment laws. Katie routinely counsels clients on top-of-mind issues for employers, including discrimination and harassment complaints; diversity, equity, and inclusion (DEI) practices; employee discipline and termination; and accommodation and leave requests. As a seasoned litigator with over 15 years of experience in federal and state court, Katie has successfully defended clients in cases ranging from single-plaintiff lawsuits to high-exposure class actions. She advises clients through this lens, working collaboratively with them to build robust, defensible policies and practices to mitigate risk in the first instance, while being prepared to litigate when necessary to achieve business objectives. Katie enjoys getting to know her clients and the intricacies of their businesses to provide tailored and practical solutions to complex legal problems.
Career & Education
- Boston College, B.A., cum laude, Hispanic studies and communications, 2004
- New York University School of Law, J.D., cum laude, 2009
- California
- District of Columbia
Katie's Insights
Client Alert | 5 min read | 10.22.26
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.
Client Alert | 3 min read | 06.12.26
Insights
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09.22.25
Employee Relations Law Journal
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10.01.20
Employee Benefit Plan Review
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06.15.21
Pittsburg Business Times
Déjà Vu? New Executive Order Outlines Restrictions on Contractor and Subcontractor DEI Activity
|04.09.26
Crowell & Moring’s Government Contracts Legal Forum
Fastest 5 Minutes: DOJ Guidance re DEI, White House AI Action Plan
|08.04.25
Crowell & Moring’s Government Contracts Legal Forum
Katie's Insights
Client Alert | 5 min read | 10.22.26
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.
Client Alert | 3 min read | 06.12.26
