• Pay equity, assisting clients in assessing the degree of, and in maintaining, pay equity in their workforces – both on a systemic and on an individual and small group basis. David and his team have prepared hundreds of pay studies, many of which are global in nature and some of which have covered over 100,000 employees; they have successfully defended numerous large-scale claims of pay discrimination; and they have assisted many clients in resolving internal complaints of pay equity. All the statistical work, including the multiple regression analyses, is done in-house.
• Workforce change, assisting clients in developing decisional units and selection criteria, in preparing the statistical due diligence and OWBPA disclosures, and in complying with WARN in connection with their workforce restructuring initiatives. David has worked with one client on over 700 restructuring events. None of the events on which he has worked has resulted in an administrative or judicial complaint.
• Employment protocols, assisting clients on a myriad of individual and group compliance projects, including the Americans with Disabilities Act and other protocols, wage and hour advice, policy drafting, and the panoply of employment-related agreements.
• Employment and labor litigation, handling a variety of employment and labor cases, including putative class actions, in the federal and state courts and before administrative agencies and arbitrators. David has secured the dismissal of over 60 employment lawsuits through summary judgment or other case-dispositive motion. In dozens of other lawsuits, after discovery and/or while a dispositive motion was pending, he has resolved the case through a nuisance value settlement. He also has had many affirmances before appellate tribunals, numerous wins before labor arbitrators, and received findings of no probable cause in over 200 administrative charges. Many of the lawsuits were for Sony Electronics Inc. and for United Parcel Service, Inc.
• Prior to executive orders issued in early 2025, David assisted clients on all aspects of compliance under Executive Order 11246, the Rehabilitation Act of 1973, and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974. He also assisted clients in the development and implementation of cutting-edge diversity and inclusion policies and programs, including quantitative diversity goal setting. In addition, he successfully guided clients through hundreds of compliance evaluations by the U.S. Department of Labor's Office of Federal Contract Compliance Programs in virtually every part of the country.

Known for his deliberate and practical approach to issues, David was Reed Smith’s Human Resources Counsel for nine years and continues to be called upon by the firm to guide it through its own employment matters. In addition, during a four-year period, David served as Reed Smith’s Director of Professional Personnel and, in that role, he managed the recruitment, promotion, evaluation, compensation, and status changes of the firm’s U.S.-based non-equity partners, counsel, associates, paralegals, and other timekeepers. While in the role, he redesigned and standardized virtually every aspect of the firm’s professional personnel function, including developing the firm’s Two-Tier Partnership Track and Promotion Criteria and the firm’s Compensation Programs.

David is a graduate of the University of Notre Dame; Thunderbird, the American Graduate School of International Management; and the University of Pittsburgh School of Law.