Employment Law - Management Labor Law - Management Litigation - Labor and Employment
Frederick D. Braid
Recognized in Best Lawyers since 2003 Awarded Practice Areas
Biography
Frederick D. Braid represents management in the practice of labor and employment law, and leads Holland & Knight’s New York practice group. He has represented employers in the private sector for his entire career with respect to all aspects of labor relations and employment law, including counseling and litigation with respect to union organizing activity; collective bargaining and contract administration; grievance and interest arbitration; acquisitions, closures, relocations, restructuring and bankruptcy; occupational safety and health; employment discrimination and affirmative action compliance; whistleblowing; employment-related torts, including defamation, negligent hiring and retention; employment at will, employment agreements, restrictive covenants, trade secret confidentiality; withdrawal liability, wage and hour compliance; personnel practices and employment policies.
Mr. Braid has represented employers in virtually every industry ranging in size from small closely held businesses to multinational corporations and multiemployer associations, both nonunion employers and employers who have established collective bargaining relationships. He has represented employers subject to both the National Labor Relations Act and the Railway Labor Act.
Mr. Braid has published scholarly articles in journals for labor lawyers and is the original author on collective bargaining in the treatise, NLRA Law & Practice, and also a contributing author to the American Bar Association’s treatise, Occupational Safety and Health Law.Overview
- English
- St. John's University, graduated 1968
- New York, New York State Bar Association
- NYU Center for Labor and Employment Law Advisory Board - Member
- St. John's University School of Law Center for Labor and Employment Law Board of Advisors - Member
- New York State Bar Association - Member
- American Bar Association - Member
- English
- New York, New York State Bar Association
- NYU Center for Labor and Employment Law Advisory Board - Member
- St. John's University School of Law Center for Labor and Employment Law Board of Advisors - Member
- New York State Bar Association - Member
- American Bar Association - Member
- St. John's University, graduated 1968
Client Testimonials
Awards & Focus
Recognized in The Best Lawyers in America® 2026 for work in:
- Employment Law - Management
- Labor Law - Management
- Litigation - Labor and Employment
Special Focus:
- Employment
- Labor
- Management
Awards:
- Chambes USA America's Leading Lawyers for Business 2009-14
- Best Lawyers in America 2003-15
- New York Super Lawyers 2008-12, 2014
News & Media
Case History
Cases
- Capital Cleaning Contractors, Inc. v. NLRB, 147 F.3d 999 (D.C. Cir. 1998)
Set aside NLRB remedial order as punitive, finding that successor employer who had offered employment on its own terms but who had been found to have engaged in discriminatory hiring could not be ordered to reinstate former employer''''s unionized employees on the terms and conditions they had enjoyed under their former employer''''s collective bargaining agreement since it was entitled to establish initial terms of employment from which negotiations with former employer''''s union could negotiate if it had majority status. There was no basis to assume the successor would have negotiated and agreed to the former employer''''s terms and conditions, and ordering it to assume those liabilities was punitive not remedial.
- Lumex, Inc. v. Highsmith, 919 F. Supp. 624 (E.D.N.Y. 1996)
Established the doctrine of inevitable disclosure in employment restrictive covenant litigation in New York.
- Boyle v. Cybex International, Inc., 942 F. Supp. 115 (EDNY 1996).
Successful defense of employer sued by terminated president claiming his termination was in breach of his employment agreement and motivated by an intention to deprive him of vesting in stock options to which he would have been entitled shortly after he was terminated.
- Local 1104, CWA v. NLRB, 520 F.2d 411 (2d Cir. 1975)
Held that an employee working under a collective bargaining agreement with an agency shop union security provision who tendered the agency fee on condition that he be admitted to membership could not be terminated at the request of a union who denied the employee membership and, therefore, did not receive the agency fee. This answered an issue left open by the United States Supreme Court decision in its General Motors decision upholding the legitimacy of agency shop union security provisions.
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