Erin Cornell Horton


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Experience & Credentials

Practice Areas

  • Employment
  • Labor & Benefits
  • Litigation
  • Defense of Employment Discrimination & Harassment Claims
Contact InfoTelephone: 617.348.3025
Fax: 617-542-2241
Internet: Each Attorney's Internet Address takes the following form: first initial, last name (e.g.,
University University of Rhode Island, B.A., 2000; Emerson College, M.A., 2001
Law SchoolSuffolk University, J.D., 2010
Admitted2010, Massachusetts; Rhode Island

• Member, International Association of Privacy Professionals


Erin defends employers in litigation before state and federal courts and administrative agencies against labor- and employment-related claims: from discrimination and retaliation, to breach of employment agreements and restrictive covenants, to unfair labor practices. In her practice, Erin also focuses on preventive counseling on wage and hour issues and employment policies.

Erin joined Mintz Levin's Employment, Labor and Benefits Section after practicing in the firm's Litigation Section, where she represented clients on a broad range of legal matters.

Before working at Mintz Levin, Erin clerked for the Trial Court Law Clerk Department of the Rhode Island Supreme Court. As a law clerk, she researched and drafted decisions and bench memoranda for multiple judges of the Rhode Island Superior Court as well as advised the Honorable Stephen J. Fortunato, and later the Honorable Sarah Taft-Carter, on legal issues arising from the weekly civil dispositive motion calendar.

Erin was a Summer Associate at Mintz Levin in 2009. During law school, Erin worked as a judicial intern for the Honorable James Wexler in Chelsea District Court and served as comment editor of theJournal of Trial and Appellate Advocacyand member of the Moot Court Honor Board.

Prior to attending law school, Erin was a senior account manager for a Boston-based consulting firm, providing government relations and nonprofit development consulting services.


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NLRB Shows Some Restraint in its Protection of Employee Social Media Communications: Employee Termination Arising From “Egregious” and “Insubordinate” Facebook Posts Was Legal Under the NLRA
Erin Cornell Horton, November 14, 2014
In the wake of the NLRB’s aggressive crackdown on social media policies, many employers have asked: “Is there any limit to what employees can post on social media about their employers?” It appears that there is. Just last week, a former employee of the Richmond District...

National Labor Relations Board Majority Holds That Seeking Co-Worker Assistance with an Individual Harassment Complaint is Protected Activity Under the Act; Overrules Holling Press, Inc.
Erin Cornell Horton, August 22, 2014
Last week, the NLRB took an exceptionally broad view of what constitutes “concerted activity” and what kind of efforts are aimed at “mutual aid or protection” under the National Labor Relations Act. For employers, this could mean increased Board scrutiny of internal...

Back to the Basics: Non-Compete Lost to a Superseding-Agreement Clause
Erin Cornell Horton,Jennifer B. Rubin, July 17, 2014
With so much focus on the reasonableness of restrictive covenants, it’s easy to forget that non-competes are plain old contracts—nothing more. And when it comes to enforcing non-competes, basic contract law still applies.

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Office Information

Erin Cornell Horton

BostonMA 02111


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