Based in the firm's Pittsburgh, PA office, David has a nationwide practice with a client base consisting of an array of elite, highly complex organizations. They currently include: three of the largest pharmaceutical companies in the world; 10 universities (including two Ivy League universities, the flagship research institution of a state university system, and one of the oldest research universities in the country); two global food companies; a global investments company; the world's leading manufacturer of safety products; two global technology enterprises; energy and utility companies; a collection of museums; and an international humanitarian organization.

For these clients and many others, currently and throughout the years, his work encompasses seven areas:

• Pay Equity, in which he assists clients in assessing the degree of, and in maintaining, pay equity both on a systemic and on an equal pay basis in their workplaces. David and his team have prepared over 100 pay studies, some of which are global in nature and some of which have covered over 100,000 employees; he has successfully defended numerous large-scale claims of pay discrimination; and he has helped many clients resolve individual and small group complaints of pay equity. All of the statistical work, including the multiple regression analyses, is done in-house. 
• Affirmative Action Compliance, in which he assists 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. David and his team of Analysts prepare hundreds of Affirmative Action Plans each year, along with the statistical and other monitoring of client personnel practices and procedures.
• Diversity and Inclusion, in which he assists clients in the development and implementation of defensible and cutting-edge diversity and inclusion policies and programs, diversity goal setting, and evaluation of diversity progress.
• Government Audits / Workplace Investigations, in which he assists clients undergoing audits / investigations of their employment practices by governmental bodies. David has 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. In addition, on numerous occasions, he has served as the lead investigator on internal reviews of sensitive workplace issues.
• Employment and Labor Litigation, in which he handles 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 lawsuits and administrative proceedings, 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, has had many wins before labor arbitrators, and has received findings of no probable cause in over 200 administrative charges. Many of the lawsuits and administrative proceedings had been for Sony Electronics Inc. and for United Parcel Service, Inc.
• Employment Protocols, in which he assists clients on a myriad of individual and group compliance projects, including Americans with Disabilities Act and other protocols, wage and hour advice, policy drafting, and the panoply of employment-related agreements.
• Workforce Change, in which he assists 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 600 restructuring events. None of the events on which he has worked has resulted in an administrative or judicial complaint.

Known for his deliberate and practical approach to issues, David served as Reed Smith's Human Resources Counsel for nine years and continues to be called upon by the firm on a regular basis 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 function, including developing the firm's Two Tier Partnership Track and Promotion Criteria and the firm's Compensation Programs.