Elizabeth B. Bradley

ELIZABETH B. BRADLEY

SHAREHOLDER

1909 K Street, NW, Suite 330, Washington, DC 20006

Tele: (202) 689-1200 | Fax: (202) 689-1209
ebradley@fortneyscott.com

Elizabeth B. Bradley has over twenty years of experience representing employers and federal contractors in employment law before state and federal courts and agencies, as well as counseling and training private, public, and non-profit employers in all aspects of employment law.


Ms. Bradley has extensive knowledge and experience in counseling employers related to the equal employment opportunity obligations and the development of legally compliant diversity, equity, and inclusion programs.   
 

Ms. Bradley has a broad-based practice counseling and representing employers on compliance with federal and state workplace laws and regulations and designing and implementing sound employment practices and policies in accordance with Title VII, ADA, ADEA, and comparable state and local statutes. Ms. Bradley also advises U.S. and global employers on pay transparency and pay equity laws including developing compliance strategies across the patchwork of requirements, modeling legally compliant compensation analyses, developing remediation strategies, and confirming accuracy of mandatory reporting.


Ms. Bradley has broad experience in conducting effective investigations of workplace claims and grievances, including misconduct, discrimination, retaliation, harassment and other claims employers typically face. She has been called upon by clients to conduct corporate internal investigations on sensitive employment matters, including allegations of serious misconduct and sexual harassment charges involving executive personnel. In addition to conducting workplace investigations, Ms. Bradley provides guidance and legal advice to clients handling their investigations in-house. Ms. Bradley has drafted investigation policies and procedures, and sexual harassment and other EEO policies for employers and has counseled employers about their responsibilities under Title VII of the Civil Rights Act and other EEO laws.


Prior to joining FortneyScott, Ms. Bradley represented and counseled employers in labor and employment law matters in private practice. She served as a law clerk to the Honorable Ronald L. Buckwalter on the United States District Court for the Eastern District of Pennsylvania after graduating from the University of Pittsburgh School of Law. Ms. Bradley is admitted to practice in Washington, D.C. and Pennsylvania, as well as in various federal courts.

Firm Practices


Professional Activities

  • Member, American Bar Association
  • Member, Washington ILG


Admitted to Practice

  • District of Columbia 
  • Commonwealth of Pennsylvania 
  • Court of Appeals for the Third Circuit 
  • Various U.S. District Courts


Education

  • University of Pittsburgh Law  School (J.D.) 
  • Radford University (B.S.)

Elizabeth Bradley's Speaking Engagements:

  • 7/9/2026 – The National Association of Women in Construction, “NAWIC Roundtable DEI Compliance for federal contractors.”
  • 6/15/2026 – CHRO Association, “SESSION 5: Performance, Contribution, and Benefits.” Read more and register here.
  • 5/14/2026 – CHRO Association, “SESSION 3: Data Simulation and Decision-Making.” Read more and register here.
  • 5/28/2026 – Associated General Contractors of America, “D&I Roundtable: New DEI Compliance Rules for Federal Contractors: What You Need to Know Before July 24.”
  • 5/7/2026 – DC Bar Association, “New Enforcement Priorities at the Federal Agencies.” Read more and register here.
  • 5/1/2026 – Associated General Contractors of America, “When Compliance Collides: Prevailing Wages, Apprenticeships, and Procurement in the Current Administration.” Read more and register here.
  • 4/28/2026 – Associated General Contractors of America, “AGC Culture, Inclusion & Belonging Roundtable - DEI Update.” Read more and register here.
  • 3/31/2026 – FortneyScott Webinar , “Federal Contractors' New DEI Obligations.” Watch here.
  • 1/26/2026 – Practicing Law Institute, “Updates on White Collar Exemptions, Including the Impact of Artificial Intelligence on Job Duties.”
  • 4/28/2026 – FortneyScott Webinar , “FAR Council Implements EO 14398: Federal Contractor Compliance Obligations Begin.” Watch here.
  • 4/15/2026 – CHRO Association, “SESSION 2: Key Concepts in the Directive and Practical Implications.” Read more and register here.
  • 4/9/2026 – DC Insider – Employer Update, “EO 14398 and the Procurement Power Play: Compliance, Contracts, and Consequences.” Listen here.

DOL Issues Final Rules Affecting Federal Contractors

August 20, 2026
The U.S. Department of Labor (DOL) will publish in the Federal Register the three final rules impacting federal contractor regulations on Friday, August 21, 2026.  Executive Order 11246 regulations – DOL finalized the rescission of its regulations for EO 11246, effective October 26, 2026, to eliminate the obligations of federal contractors to prepare affirmative action plans based on race and sex, in addition to nondiscrimination provisions, and additional compliance requirements. This is to align with EO 14373, wherein President Trump rescinded EO 11246. Section 503 of Rehabilitation Act – DOL finalized the elimination of the disability self-identification requirements as well as the 7% utilization goal. In addition, the CC-305 Form will be eliminated. DOL holds that the Americans with Disabilities Act prohibits employers, including federal contractors, from collecting voluntary disability identification from applicants and employees. The nondiscrimination and reasonable accommodation requirements are maintained. Contractors with 50 or more employees and $50,000 or more in contracts will continue to be required to prepare affirmative action plans and to assess their outreach and recruitment. DOL moved the administrative procedures provisions from EO 11246 regulations here. VEVRAA – DOL’s revisions to the VEVRAA regulations were mostly technical, retaining the obligation to provide voluntary self-identification of veterans and to prepare affirmative action plans. DOL added the administrative procedures to these regulations and updated the jurisdictional threshold from $150,000 to $200,000. Please contact your FortneyScott attorney or email us at info@fortneyscott.com for more information.

EEOC Proposes Rescission of EEO-1 Report

July 21, 2026
The EEOC voted 2 to 1 on Tuesday, July 21st to issue a Notice of Proposed Rulemaking (NPRM) to rescind the requirement for employers and other covered entities to file an annual report with the EEOC summarizing aggregate data on their employees’ race and sex (reports known respectively as the EEO-1, EEO-2, EEO-3, EEO-4, EEO-5, and EEO-6 reports or EEO Data Reports). This includes the rescission of recordkeeping requirements related to these reports.  The proposal states that the Commission has determined the EEO Reports are inconsistent with equal employment opportunity law, may raise constitutional concerns, and that the collection of data is not narrowly tailored or necessary to enforce anti-discrimination statutes. EEOC determined that the reports, which had been collected since, 1966, have limited value, which was outweighed by the significant burdens they impose on employers and on the Commission. Once the NPRM is published in the Federal Register, individuals will have only 30 days to submit comments on the 60-page proposal. The Institute for Workforce Equality is planning to submit comments. Please contact your FortneyScott attorney or email us at info@fortneyscott.com with any thoughts you have on the proposed rescission, or on employer record-keeping obligations generally.

Approval of EEOC Information Collection under UGESP

June 25, 2026
On Wednesday, June 24, 2026, the Office of Management and Budget’s (OMB) Office of Information and Regulatory Affairs (OIRA) extended EEOC’s information collection under the Uniform Guidelines on Employee Selection Procedures (UGESP) through June 29, 2029. UGESP requires employers covered by Title VII to collect and maintain records on the race, sex and ethnicity of those impacted by their employment selection procedures but does not require employers to report the data. EEOC and other enforcing agencies can then demand to see such data in connection with any investigation of employment discrimination. Please contact your FortneyScott attorney or email us at info@fortneyscott.com for additional information.

The New EU Pay Transparency Directive

June 11, 2026
The Directive is driving a significant shift in compensation reporting and transparency across the EU, and requires employers to disclose salary ranges to applicants, share internal pay-setting criteria, and conduct gender pay reporting. With the June 7, 2026, deadline for Member States to transpose the Directive into national law, employers need to understand their compliance obligations and prepare for unresolved implementation questions. In this webinar, FortneyScott attorneys will help U.S. companies with operations in the EU understand the Directive’s requirements, including how they differ from U.S. compliance frameworks. We will discuss best practice lessons that can be adopted from U.S. pay transparency and reporting laws and, importantly, provide key contrasts of the U.S. practices that are not applicable in the EU. Key topics include: The Directive’s scope and coverage Reporting obligations under the Directive Status of Member State transposition Practical compliance steps employers can take now Who should attend. This webinar is designed for in-house counsel, HR leaders, and senior professionals at multi-national organizations responsible for compensation, benefits, and employment law compliance.

Register for FortneyScott's Next Webinar on The New EU Pay Transparency Directive

May 21, 2026
Join FortneyScott attorneys on Thursday, June 11, 2026, from 12:00 p.m. to 1:00 p.m. EDT for a complimentary webinar on the European Union (“EU”) Pay Transparency Directive (the “Directive”). To register, please click here . The Directive is driving a significant shift in compensation reporting and transparency across the EU, and requires employers to disclose salary ranges to applicants, share internal pay-setting criteria, and conduct gender pay reporting. With the June 7, 2026, deadline for Member States to transpose the Directive into national law, employers need to understand their compliance obligations and prepare for unresolved implementation questions. In this webinar, FortneyScott attorneys will help U.S. companies with operations in the EU understand the Directive’s requirements, including how they differ from U.S. compliance frameworks. We will discuss best practice lessons that can be adopted from U.S. pay transparency and reporting laws and, importantly, provide key contrasts of the U.S. practices that are not applicable in the EU. Key topics include: · The Directive’s scope and coverage · Reporting obligations under the Directive · Status of Member State transposition · Practical compliance steps employers can take now Who should attend. This webinar is designed for in-house counsel, HR leaders, and senior professionals at multi-national organizations responsible for compensation, benefits, and employment law compliance. Register to attend. To register, please click here .
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