Thomas W. Colomb

TEL: (617) 479-5000

Thomas Colomb provides ongoing counsel to employers on a wide range of labor and employment matters, including: negotiation and administration of collective bargaining agreements; personnel policies and employee handbooks; workplace investigations and fact finding; compliance with disability and leave statutes; preventing and responding to sexual harassment and workplace violence; unemployment insurance claims; and all manner of discrimination claims. 

Mr. Colomb also maintains an active litigation practice, representing employers in a wide range of administrative agency, court, and labor arbitration proceedings. At the agency level, he has appeared before the National Labor Relations Board, the Equal Employment Opportunity Commission, the Massachusetts Division of Unemployment Assistance, and state antidiscrimination agencies in Massachusetts, New York, and California. He has also represented employers in state and federal trial courts in Massachusetts, Connecticut and Rhode Island, and the First Circuit Court of Appeals. Mr. Colomb has particular experience litigating employment discrimination and contract claims, unemployment insurance claims, issues arising out of labor arbitration, and injunction litigation during strikes and labor disputes. 

Mr. Colomb coordinates the firm's business immigration practice, where he advises and represents employers, key employees, and educational institutions in matters before the U.S. Citizenship and Immigration Service and the U.S. Department of Labor. Mr. Colomb's immigration clients have included international corporations, nonprofits, hospitals and health care centers, public and private secondary schools, a major research university, and a foreign consulate. His practice emphasizes nonimmigrant and immigrant visa petitions, SEVIS and education/exchange visas, and employer compliance with the Immigration Reform and Control Act. Mr. Colomb frequently lectures on IRCA compliance and enforcement. 

Mr. Colomb was previously associated with Nutter, McClennen & Fish, LLP, where he worked in the labor and employment practice group and the litigation department. 

Mr. Colomb is a graduate of Dartmouth College and Cornell Law School, where he served as Chancellor of the Moot Court Board and an editor of the Cornell Journal of Law and Public Policy. He is admitted to practice in Massachusetts, Connecticut and New York.

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St. Mary's Center for Women and Children Diamonds of Dorchester

On October 20, 2016, Attorney Katherine Hesse introduced Massachusetts Governor Charlie Baker at the annual St. Mary’s Center for Women and Children Diamonds of Dorchester event which was held at the Westin Copley Place.  Ms. Hesse currently serves as the Chair of the Board of Trustees for the St. Mary’s Center for Women and Children which focuses on offering innovative and family-centered programs for women and children who have experienced trauma and are living in poverty.  As Governor Baker noted, the St. Mary’s Center has been known for “healing” for well over 100 years.   According to Attorney Hesse, “of the many charities in which I have been involved over the last 40 years of my professional career, St. Mary’s is closest to my heart.”  Other highlights of the evening included Lorrie Higgins receiving the John M. Corcoran Award for Excellence based upon her advocacy of and commitment in helping those most vulnerable in our community.  Over six hundred individuals attended the event, which raised approximately $500,000 for the women and children who rely upon the center.  

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Legal Updates

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Massachusetts Supreme Judicial Court Issues Landmark Ruling on Medical Marijuana in the Workplace

In a much anticipated ruling,the Massachusetts Supreme Judicial Court (“SJC”) issued a decision recognizing a potential claim for disability discrimination if an employer terminates or otherwise takes an adverse employment action against an employee who uses lawfully prescribed medicinal marijuana while off-duty.   In short, this decision prohibits blanket restrictions on the off-duty use of marijuana and requires employers to engage in an interactive process to determine whether the off-duty use of lawfully prescribed medical marijuana may be a reasonable accommodation under Massachusetts anti-discrimination law, M.G.L. c. 151B.

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