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Haynes and Boone, LLP

Raquel O Alvarenga

Raquel O Alvarenga

Associate

Haynes and Boone, LLP
Texas, U.S.A.

tel: +1 214.651.5854
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Local Time: Sun. 05:16

Profile
Raquel Alvarenga is an associate in the Labor and Employment Practice Group in the Dallas, Houston and New York offices of Haynes and Boone. Her practice focuses on all aspects of civil litigation in state and federal courts with an emphasis on labor and employment law.

Raquel has experience litigating discrimination, harassment, retaliation, wrongful discharge, trade secret, wage and hour, public accommodation and breach of contract disputes. She also regularly counsels corporate clients on personnel policies, workplace discrimination and harassment prevention, employment contract negotiations, employee hiring and terminations, and restrictive covenant matters.

Raquel also has significant experience conducting internal investigations for corporate clients and higher education institutions concerning allegations of, among other things, employee misconduct and sexual assault.

Bar Admissions

New York; New Jersey

Education

J.D., Cornell Law School, 2012
M.B.A., New York Institute of Technology, 2009, with highest distinction
B.A., Harvard University, 2007
Areas of Practice
Professional Career

Significant Accomplishments

Obtained a favorable result in defending the owner of a high-profile New York City modeling agency against a claim for injunctive relief to enforce post-employment restrictive covenants.

Secured a positive outcome in defending prestigious New York City art school against claims brought by a former employee alleging, among other things, injurious falsehood, slander, libel, conversion, and tortious interference with contract.

Served as second chair in the defense of a foreign sovereign in connection with claims filed by a former employee under the Fair Labor Standards Act and state and local wage and hour laws.

Defended an elite New York City private against allegations of unfair labor practice charges in a high-profile matter before the National Labor Relations Board.

Served as trial counsel for minority shareholders of famous restaurant brand in litigation regarding majority shareholders’ breach of fiduciary duty by licensing the brand’s intellectual property to themselves at well below the market rates.

Secured defense verdict as lead trial counsel for non-profit pro bono client in replevin action following a 10-day bench trial in New Jersey Superior Court.

Served as lead attorney in internal investigation on behalf of international public health agency based in Washington, D.C. regarding claims that a supervisor engaged in an inappropriate romantic relationship with a subordinate.

Served as lead attorney in an internal investigation on behalf of multinational company concerning allegations that former employees engaged in self-dealing, private sector bribery and fraud.

Conducted an investigation on behalf of a liberal arts college in Virginia in connection with student complaints alleging violations of Title VI and Title IX; and advised the college on revisions to existing policies and procedures concerning federal and state anti- discrimination and harassment laws.

Conducted an investigation on behalf of a liberal arts college in New York concerning sexual misconduct allegations that a faculty member sexually assaulted another faculty member at an off-campus conference.

Negotiated pre-discovery settlements and consent decrees on favorable terms for New York City restaurateur in lawsuits alleging violations of Title III of the Americans with Disabilities Act and state and local disability laws.

Negotiated favorable settlement for an international skincare retailer headquartered in Texas against claims of harassment, discrimination, retaliation, wrongful termination, negligent supervision, and intentional infliction of emotional distress.

* Some of these representations were handled prior to joining the firm.
Articles

Cooperating with New York City’s New “Cooperative Dialogue” Requirement
Haynes and Boone, LLP, October 2018

With the spotlight on the new laws combating sexual harassment in New York, employers may have missed a significant new modification to New York City law mandating a “cooperative dialogue” in response to workplace requests for reasonable accommodations...

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