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Elizabeth P. Hernandez


P 303-225-2410
F 303-892-5575


Elizabeth Hernandez is an Associate in the Denver, Colorado, office of Jackson Lewis P.C. She represents management in all areas of employment law, focusing on equal employment opportunity and affirmative action compliance, and statistical analyses of potential discrimination in employment practices. She assists clients in developing sensible affirmative action plans and complying with regulations enforced by the Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP). She also defends clients during OFCCP investigations and audits. Ms. Hernandez is a member of the firm's Pay Equity Resource Group and assists clients in conducting pay equity analyses.

Prior to joining Jackson Lewis, Ms. Hernandez practiced as an Associate at an Austin, Texas-based firm focusing on management-side employment and general litigation matters. Her experience includes advising private and governmental employers on interviewing, hiring, discipline, and terminations; defending employers in EEOC charges of discrimination; reviewing and drafting personnel policies and contracts; and conducting employee trainings on harassment, social media, and other workplace policies.

During law school, Ms. Hernandez served as a legal intern at the Texas Fourth Court of Appeals, and at the U.S. District Court for the Western District of Texas. She was a staff writer for The Scholar: St. Mary’s Law Review on Minority Issues. Ms. Hernandez was awarded First Place in the 2011 San Antonio Federal Bar Association Moot Court Competition and was a Regional Finalist in the 2010 ABA National Appellate Advocacy Competition.

Prior to law school, Ms. Hernandez was a professional journalist in Texas and Colorado.

Professional Associations and Activities

  • State Bar of Texas

Pro Bono and Community Involvement

  • Volunteer Legal Services of Central Texas

Speeches and Presentations

  • “Difficult Conversations: Talking to Employees Without Digging Legal Holes,” 43rd Annual Texas Chief Probation Officers Conference (Galveston, TX, October 2015) (presenter)
  • “Domestic Partner Benefits, Sexual Orientation and Gender Identity Discrimination, and Navigating the Obergefell v. Hodges Ruling,” Texas City Attorneys Association (San Antonio, TX, September 2015) (presenter)
  • “Difficult Conversations: Talking to Employees Without Digging Legal Holes,” Central Texas Chapter of the American Payroll Association (Austin, TX, June 2015) (presenter)
  • “Trending in Employment Law: 2015 Forecast,” Austin Human Resources Management Association (Austin, TX February 2015) (presenter)
  • “Trending in Employment Law: 2015 Forecast,” Capital Hotel Human Resources Management Association (Austin, TX November 2014) (presenter)
  • “Winning Unemployment Claims at the Workforce Commission,” 42nd Annual Texas Chief Probation Officers Conference (Galveston, TX October 2014) (presenter)
  • “Effective Policy Development,” Texas State Human Resources Association (Austin, TX November 2013) (presenter)

See AllPublications

June 7, 2018

Number of Contingent Workers Inches Higher, DOL Survey Finds

June 7, 2018

The Department of Labor (DOL) has confirmed the gig economy is alive and well, but the number of workers has increased only slightly in the past decade. The DOL released its much-anticipated “Contingent and Alternative Employment Arrangements Survey” report on June 7, 2018. The number of U.S. workers classified as “contingent” (... Read More

See AllBlog Posts by Elizabeth P. Hernandez

OFCCP Proposes New Rule to “Ensure Religious Employers are Protected”
August 16, 2019

As previewed in the Spring regulatory agenda, the Office of Federal Compliance Contract Programs (OFCCP) has proposed a new rule to clarify aspects of a religious exemption available to federal contractors. Read More

Worried About a Pay Gap in Your Organization? Taking Action May be Less Daunting Than you Think.
April 4, 2018

Pay equity between men and women – and among different races – has long been a concern for employers who want to ensure they are paying people according to job-related reasons, in compliance with anti-discrimination laws, and in a way that aligns with the organization’s practices and philosophies. Read More