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  • Education
    • J.D., Duke University School of Law, 2016
    • B.A., magna cum laude, The George Washington University, 2013

Kayla Robinson is committed to understanding the industry in which clients operate. She assists employers in all aspects of employment law and litigation and helps employers implement preventative practices by drafting and reviewing employment policies. Kayla advises employers on how to stay in compliance with constantly changing local, state, and federal laws.

Kayla aids clients on a wide variety of employment-related matters, including:

  • Defense of discrimination, harassment and retaliation claims, wage and hour matters, and other civil litigation.
  • Defense of charges of discrimination filed with the Equal Employment Opportunity Commission or state agency equivalents.
  • Defense of cause findings and litigation initiated by the Equal Employment Opportunity Commission or state agency equivalents.
  • Implementation and enforcement of employment and restrictive covenant agreements.
  • Implementation and revision of employment policies, procedures, and handbooks.

Prior to joining Polsinelli, Kayla gained valuable experience with a boutique labor and employment law firm representing Fortune 500 and large employers nationwide in federal and state courts, as well as before administrative agencies. Previously, Kayla spent three years working in the Attorney Honors Program at the U.S. Government Accountability Office. While at GAO, she provided legal advice regarding the audits of federal agencies, including audits of federal agencies’ compliance with federal employment laws.

  • Lead associate in securing dismissal of Title VII claim of race discrimination in Mississippi federal court.
  • Lead associate in obtaining arbitrator’s award in favor of furniture industry client relating to Family Medical Leave Act allegations.
  • Successfully negotiated a consent decree agreement with the EEOC after a client was sued in Louisiana federal court.
  • Successfully negotiated a conciliation agreement with the EEOC after a client received a notice of non-compliance. 
  • Member of a team that represented a Fortune 500 corporation in a class-action wage and hour arbitration.