Karen Morinelli, Office Managing Shareholder, Tampa, Ogletree Deakins

In an interview with Invest:, Karen Morinelli of Ogletree Deakins in Tampa Bay highlighted the firm’s expansion in labor and employment and OSHA practices while adeptly navigating regulatory shifts. She emphasized the firm’s commitment to strategic growth and deep community engagement.

Can you share some of the key milestones and achievements for the firm in Tampa Bay over the past year?

The milestones for our firm are reflected in the growth we’ve seen in our market share across practice areas like labor and employment, our OSHA practice group, and our immigration group. We’ve really established ourselves as a leader in representing employers in employment-related litigation and providing advice in the Tampa Bay area. Firm-wide, we’ve also expanded significantly, most recently adding offices in Buffalo, New York, Baltimore, Maryland and Lexington, Kentucky, for a total of 60 offices worldwide.

How has the Tampa office positioned itself as a key player in employment law in the region, and what makes Tampa a great location for the firm?

Our firm has two strategically placed offices in Florida — Tampa and Miami — on opposite coasts, which helps us cover the state effectively. What truly sets us apart is our people; we have some of the finest employment law attorneys in Florida. Our credibility with clients is a testament to the quality of our work, and we’re deeply engaged in the community.

We actively participate in organizations like the American Corporate Counsel Association and various chapters of the Florida SHRM organization, as well as numerous local human resources groups. Beyond that, we maintain a strong presence both physically in the Tampa Bay area and virtually, connecting with clients through our website, meetings, and ongoing outreach. These efforts, combined with the area’s thriving business environment, make Tampa an excellent base for our operations.

What are some of the biggest challenges you’re seeing in employment law, and how is your firm addressing them for clients?

One of the biggest challenges we’re facing is navigating the uncertainty surrounding the new administration post-election and the impact of the numerous executive orders. We’re working to navigate how changes in agency leadership will shape the guidance we provide to our clients.  The recent changes in the make up and focus of agencies like the National Labor Relations Board (NLRB) and the Equal Employment Opportunity Commission (EEOC) create new priorities for our clients. For example, the EEOC no longer has a quorum, but a recent nomination of an assistant US attorney from Florida, if confirmed, could return the agency to a quorum that would enable the agency to move forward with a new regulatory agenda, changing and removing guidance provided under the prior admiration.  

As a firm, we are preparing to provide employers with real-time updates and advice as laws and regulations evolve. This moment of transition is an exciting, albeit challenging, time for employment lawyers and our clients. It’s a period of anticipation and preparation as we stay ahead of potential changes and ensure our clients are equipped to adapt.

Which sectors are currently driving the most demand for your services, and are there any areas you’re planning to expand?

Demand is strong across all of our practice areas. For example, our immigration practice has grown significantly over the past few years and now is a focal point for providing our clients with advice on the new administration’s focus.  Now, more than ever, this is an excellent complement to our other services.

Our OSHA practice has also seen remarkable growth, expanding from one attorney to three in this office alone, with support from a broader network of OSHA attorneys nationwide. We’re also excited to host our firmwide OSHA seminar in the Tampa area in 2025.

Labor and employment law, in particular, has seen a surge in demand The new regulatory changes combined with recent Supreme Court opinions on, for example, religious discrimination and the shift in the level of deference afforded to agency interpretations will have a long-lasting impact on employment discrimination litigation. The Acting Chair of the EEOC has announced that one of her priorities is protecting workers from religious bias and harassment. 

Are there any significant legal challenges or regulatory changes you anticipate employers facing in the next few years, and how is your firm preparing to address them?

Yes, in addition to what we discussed, the President’s executive orders and terminations of agency personnel have resulted  in layoffs and lawsuits. For example,  the recission of Executive Order 11246 eliminating affirmative action  requirements for federal contractors has resulted in deferred resignations or administrative leave for most of the agency’s employees. The DOL is reviewing its guidance on independent contractor status. A recent  presidential executive order seeks to end disparate impact discrimination, and the NLRB has rescinded several memos by its former general counsel regarding limitations on non-compete agreements and the FTC is reviewing it’s position since it’s 2024 virtual “ban” on these agreements was stopped by the courts.

Our firm continues to publish blogs, offer podcasts and webinars to both our clients and employers in general on all of these topics. Additionally, our firm has a New Administration Hub on our website that provides current information on new developments and changing obligations. We also provide access to email alerts regarding time-sensitive new employment law developments.  

How is your firm advising clients to balance compliance with Florida’s diversity and inclusion policies while maintaining inclusive workplaces?

Our firm brings together attorneys with extensive experience in DEI program implementation, Government Contracting & Reporting, and pay equity to ensure clients are prepared to address the inherent challenges in building effective and legally compliant initiatives. The group also harnesses the experience of Ogletree Deakins’ Learning Solutions to craft and deliver legally compliant training that meets clients’ needs.

We help  clients navigate these evolving discussions while maintaining compliance and fostering welcoming workplaces.  

What makes Tampa Bay such an attractive place to live, work, and grow professionally?

Tampa Bay has so much to offer: sunshine, beaches, and a thriving economic environment. The region is becoming a magnet for businesses relocating their teams and headquarters here, thanks to its dynamic growth potential. Families also benefit from the area’s vibrant sports culture, excellent schools, and family-friendly amenities.

From a professional perspective, Tampa Bay is experiencing unprecedented development, with new buildings, businesses, and infrastructure projects reshaping downtown. It’s an exciting time to be here, both for individuals and companies seeking opportunities.

What are the firm’s primary goals and initiatives over the next two to three years?

Our primary focus is on delivering the highest quality client service, strategic growth, both nationally and internationally, in markets where it makes sense. Locally, we aim to expand operations, add headcount thoughtfully, and deepen our involvement in the Tampa Bay community. For 2025, one firm community initiative through a program called ODCares, will  center around childhood cancer. Our local offices will have the opportunity to participate in team activities to support the cause. Sustaining our relationships and reputation in the industry remains a top priority, as does ensuring we continue to provide exceptional service to our clients while contributing to the vibrancy of the local business environment.