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Hunton Andrews Kurth LLP

Reilly C. Moore

Reilly C. Moore



  • Labor and Employment

WSG Practice Industries


Hunton Andrews Kurth LLP
Virginia, U.S.A.


Reilly counsels employers on labor-management relations, OSHA compliance and complex employment law issues.

Reilly has worked on multiple union organizing campaigns and counseled employers through the representation petition process. Reilly counsels employers on other labor-management relations issues, including collective bargaining and grievance and arbitration procedures.

Reilly’s experience includes assisting nationwide clients with regard to CDC, OSHA, state and local COVID-19 mandates and guidance. He plays a key role assisting companies across energy, healthcare, manufacturing and retail industries defending OSHA citations related to COVID-19 and other workplace injuries. Reilly has assisted clients with OSHA compliance and defending OSHA citations in California, Illinois, Indiana, Kentucky, Massachusetts, Michigan, Missouri, North Carolina, South Dakota, and Virginia.

Reilly has defended clients in a variety of traditional employment matters, including Title VII employment discrimination claims, Family Medical Leave Act claims, Fair Labor Standards Act class actions and state law public policy claims. Reilly also has extensive experience representing clients in front of government agencies, including the Equal Employment Opportunity Commission and the National Labor Relations Board.

Relevant Experience

  • Provided strategic advice and counsel to telecommunications client with respect to decertification election voter eligibility challenges before the NLRB
  • Provided assistance in amicus brief filed for national retailer regarding NLRB election case
  • Provide strategic labor and corporate campaign advice to nationwide clothing retailer, online retailer, and food manufacturer
  • Represents national food manufacturer in both state and federal COVID-19 OSHA litigation
  • Review company policies and communications to employees, provide employment and OSHA advice to companies regarding coronavirus impacts, including compliance with state emergency temporary standards, DOH obligations, CDC guidance
  • Monitor all levels of government for COVID-19 developments and advice companies regarding new obligations
  • Provided advice and led company response to multiple complex COVID-19 federal and state plan OSHA investigations
  • Defended company in OSHA proceedings related to work-related accidental death
  • Provide general OSHA advice and counseling to businesses in a variety of industries including automotive, manufacturing, retail and healthcare
  • Drafted successful summary judgment brief for major manufacturing client on former employee’s claims of race, age and gender discrimination.
  • Counseled a national manufacturing client during the union petition process, culminating in employees voting against union representation during an in-person election
  • Represented employers in challenges to bargaining unit scope issues under the National Labor Relations Act and during contractual grievance and arbitration disputes
  • Assisted in favorable settlement of wage and hour class action for trucking industry client.
  • Handled full, nationwide EEOC charge portfolio for grocery chain.


BS, University of Richmond, Leadership Studies and Journalism, cum laude, 2011
Areas of Practice

Labor and Employment | Labor-Management Relations and Labor Litigation | OSHA Compliance, Litigation and Defense


Biden's Nominee to Lead OSHA May Signal Increased Enforcement Scrutiny
Hunton Andrews Kurth LLP, April 2021

President Joseph R. Biden on April 12 nominated current Cal/OSHA Chief Doug Parker to lead federal OSHA.  If confirmed, employers should prepare for the potential that California-style enforcement may reach the federal law. President Biden has pledged to make improved working conditions a central tenet of his administration, including support for changes to federal OSHA and the National Labor Relations Act...

Coronavirus and the NLRA – Unilateral Changes in Emergency Situations
Hunton Andrews Kurth LLP, March 2020

  Employers with collective bargaining agreements and union relationships know they generally cannot make unilateral changes to terms and conditions of employment.  But in an unprecedented emergency like the coronavirus (COVID-19) outbreak we are all facing, union bargaining obligations may be relaxed, either based on the terms of a collective bargaining agreement, or under National Labor Relations Board law...

Additional Articles

  • 3rd Circ. Philly Pay History Ruling May Set National Bar, Law360
  • The Legal Landscape in the Era of #MeToo, VBA Young Lawyers Section Opening Statement
  • Three Key Things in Health Care
  • 2020 Retail Industry Year in Review
  • Workplace safety in the time of COVID-19, Thomson Reuters Westlaw


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