As of 2026, Adrienne is entering her 40th year as an employment lawyer. For over 25 years, she has focused solely on the resolution of employment disputes as a neutral, conducting more than 3,000 mediations and arbitrations across the U.S. from Puerto Rico to California. She has extensive experience addressing a wide variety of employment and civil rights disputes, including multi-party, complex, class and collective action cases including:
Adrienne understands that healthy workplace relationships can be critical to an organization’s mission. In fact, research has repeatedly shown that strong coworker relationships promote positive self-image and increased employee morale, both of which lead to greater opportunities for sharing expertise and for improved teamwork and collaboration. Improving workplace relationships and employee engagement leads to higher levels of employee retention and job satisfaction, and ultimately to an improvement in the organization’s bottom line, whether measured by client satisfaction, revenue, recognition, or by other means.
Unfortunately, distressed employee relationships can seriously undermine an organization’s mission. Employers may find themselves with two or more valuable coworkers whose productivity or effectiveness has been adversely impacted by a contentious or dysfunctional workplace relationship.
Managers may recognize the problem, but be too busy, unwilling, or incapable of dealing with the issue effectively. Importantly, management’s involvement also may be viewed suspiciously by one of more of the parties. In such circumstances, outside professionals may provide the most effective approach to resolving issues and preserving or restoring successful relationships.
Adrienne provides an unbiased assessment of the root causes of, or reasons for, an employee’s disengagement with colleagues, and partners with affected individuals to create a carefully constructed strategic plan designed to foster or re-establish trust and reignite engagement in the workplace. Her experience handling workplace issues enables her to work with employees in a manner that is both non-threatening and effective.