Labor Counsel Services

HOUSING AUTHORITY OF THE CITY OF NEW BRITAIN
Request for Proposals
Labor Counsel
Solicitation Number: 2026-09-LC
Issue Date: September 2, 2026
Submission Due Date: October 2, 2026
Time: 3:00 p.m., Local Time
Submission Place: New Britain Housing Authority
16 Armistice St.
New Britain, CT 06053
Questions Submissions due Date: September 23, 2026
Time: 3:00 PM Local time
Direct General Inquiries To: John T. Hamilton, Executive Director
jhamilton@nbhact.org
By September 23, 2026 NO LATER THAN 3:00 PM
All Answers and Addendums to the Solicitation will be posted
on NBHA's website: WWW.nbhact.org
NBHA must receive sealed submittals of the RFP and a fee proposal. Submit one (1) unbound original, two (2) bound
copies and one (1) flash drive). Deliver to the address above. No electronic submittals will be accepted. Use this page as
your Cover Page for your submission.
Submitted By:
Company Name
Address
City, State, Zip Code
Contact Person
Telephone: ___________________________ Fax: ________________________
Date Submitted:
Housing Authority of the City of New Britain - John T. Hamilton, Executive Director
NBHA-REQUEST FOR PROPOSALS
LABOR COUNSEL
September 2026 1

TABLE OF CONTENTS
SPECIFICATIONS FOR LABOR COUNSEL
1. Request for Proposal - Specification
I. Statement of Purpose
II. Statement of Work
III. Firm's Minimum Qualifications
IV. Selection / Evaluation Criteria
V. Submission Requirements
VI. Fee Structure
VII. Special Conditions
1. Insurance
2. Equal Employment Opportunity & Affirmative Action
3. Conditions
4. Indemnification
5. Ethics and Conflicts of Interest
VIII. Appendix A
1. Instructions to Offerors (Non-Construction) HUD-5369-B
2. Certification and Representations of Offeror (Non-Construction) HUD-5369C
3. General Contract Conditions (Non-Construction) HUD-5370-C
4. Certification Regarding Debarment and Suspension HUD-2992
5. From of Non-collusive Affidavit
NBHA-REQUEST FOR PROPOSALS
LABOR COUNSEL
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HOUSING AUTHORITY OF THE CITY OF NEW BRITAIN
16 ARMISTICE STREET, NEW BRITAIN, CT 06053
REQUEST FOR PROPOSAL (RFP)
FOR
LABOR COUNSEL / LEGAL SERVICES
I. STATEMENT OF PURPOSE:
The Housing Authority of the City of New Britain (Authority) is seeking qualifications from experienced,
area law firms to provide Labor related legal services. Proposals requested are for a three (3) year period,
with a fixed fee for services with contract to remain constant for three years and an option of two (2) one (1)
year renewals.
The purpose of this Request for Proposal is to obtain complete data from each law firm that will enable the
Authority to determine the most qualified firm.
II. STATEMENT OF WORK:
The Housing Authority of the City of New Britain ("Authority" or "NBHA") seeks qualified legal counsel to
provide comprehensive labor and employment legal services and representation. Counsel shall serve as a
strategic legal advisor to the Executive Director, Executive Management, and, when appropriate, the Board
of Commissioners concerning labor relations, employment law, personnel administration, collective
bargaining, workplace investigations, employee relations, regulatory compliance, and related matters.
Services shall include, but not necessarily be limited to, the following:
1. Collective Bargaining and Labor Relations
Represent and advise the Authority in all matters involving collective bargaining and labor relations,
including:
Negotiation, interpretation, administration, renewal, and modification of collective bargaining
agreements;
Preparation for collective bargaining negotiations, including development of bargaining strategy and
proposals;
Participation in negotiation sessions as requested;
Analysis of union proposals and preparation of Authority counterproposals;
Wage, benefit, working-condition, management-rights, and other bargaining issues;
Memoranda of Agreement, Memoranda of Understanding, side letters, settlement agreements, and
other labor agreements;
Contract interpretation and administration;
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Past-practice and management-rights issues;
Effects/impact bargaining;
Union information requests;
Labor-management relations and meetings;
Contract grievances;
Prohibited/unfair labor practice complaints;
Mediation, arbitration, and other dispute-resolution proceedings; and
Advice concerning the Authority's rights and obligations as a public-sector employer.
Counsel shall assist the Authority in maintaining effective labor-management relationships while preserving
the Authority's management rights and operational responsibilities.
2. Grievances, Arbitration and Labor Disputes
Represent the Authority in grievances and other disputes arising under collective bargaining agreements.
Services may include:
Evaluation of grievances;
Advice regarding grievance responses;
Preparation of written responses;
Participation in grievance hearings;
Settlement negotiations;
Mediation;
Grievance arbitration;
Interest arbitration;
Preparation of witnesses and exhibits;
Post-hearing briefs;
Enforcement or challenge of arbitration awards when appropriate; and
Advice regarding implementation of settlements or decisions.
Counsel shall assist management in identifying potential labor-relations implications before significant
employment actions are taken whenever practicable.
3. Personnel and Employment Matters
Provide ongoing legal advice and representation concerning personnel and employment matters, including:
Employee discipline;
Corrective action and progressive discipline;
Verbal and written warnings;
Suspensions;
Terminations;
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Loudermill/pre-disciplinary proceedings and other applicable due-process requirements;
Employee performance;
Probationary employees;
Attendance and leave matters;
Job descriptions;
Essential job functions;
Promotions and transfers;
Recruitment and hiring;
Employee classifications;
Compensation matters;
Workplace conduct;
Employee complaints;
Workplace investigations;
Harassment and discrimination complaints;
Retaliation concerns;
Workplace accommodations;
Disability-related employment matters;
FMLA and other protected leave;
Return-to-work matters;
Fitness-for-duty issues;
Drug and alcohol workplace matters;
Workplace violence and threats;
Employee privacy;
Personnel-record issues;
Separation agreements;
Reductions in force, reorganizations, layoffs, and position eliminations; and
Other personnel matters referred by the Executive Director or authorized Authority staff.
4. Employment Law Compliance
Advise the Authority regarding compliance with applicable federal and Connecticut employment and labor
laws and regulations.
Counsel should maintain familiarity with and advise NBHA concerning applicable requirements involving,
among other areas:
Connecticut public-sector labor law;
Municipal Employee Relations Act and other applicable collective bargaining requirements;
Fair Labor Standards Act;
Family and Medical Leave Act;
Americans with Disabilities Act;
Connecticut employment and leave requirements;
Title VII and other federal nondiscrimination laws;
Age Discrimination in Employment Act;
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Equal Pay Act and applicable Connecticut wage/equal-pay requirements;
Wage-and-hour requirements;
Employee leave and accommodation requirements;
Whistleblower and anti-retaliation protections;
Workplace harassment and discrimination;
Personnel-record requirements;
Workplace safety matters having employment-law implications; and
Other federal, state, and local labor and employment requirements applicable to the Authority.
Counsel shall inform the Authority of significant new statutes, regulations, administrative decisions, court
decisions, and pending legal developments that could materially affect Authority policies or operations.
5. Employment Policies and Procedures
Review, draft, revise, and provide legal guidance concerning Authority personnel policies, procedures, rules,
employee handbooks, administrative directives, and employment-related forms.
Counsel may be requested to review matters including:
Discipline procedures;
Attendance;
Leave;
FMLA;
Reasonable accommodation;
Anti-discrimination and harassment;
Workplace conduct;
Confidentiality;
Ethics and conflicts of interest;
Electronic communications and technology;
Social media;
Remote work;
Workplace safety;
Drug/alcohol policies;
Employee use of Authority property and vehicles;
Complaint procedures;
Workplace investigations;
Hiring and recruitment;
Performance evaluations; and
Separation procedures.
Counsel shall identify potential conflicts between proposed policies, applicable collective bargaining
agreements, Authority practices, and federal or state law.
6. Workplace Investigations
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Advise the Authority regarding internal workplace complaints and investigations and, when requested,
conduct or assist with independent investigations.
Such matters may involve:
Discrimination;
Harassment;
Retaliation;
Hostile-work-environment allegations;
Employee misconduct;
Supervisor or management complaints;
Workplace violence;
Ethics concerns;
Conflicts of interest;
Fraud or dishonesty involving employees;
Policy violations;
Confidentiality breaches; and
Other sensitive employment matters.
Services may include development of investigation plans, witness interviews, review of documents,
credibility assessments where appropriate, preparation of investigative findings or reports, and advice
concerning appropriate corrective action.
When counsel conducts an investigation, the Authority and counsel shall establish in advance the purpose
and expected treatment of the investigation, including applicable privilege considerations.
7. Administrative Agency Proceedings
Appear for and represent the Authority before applicable administrative agencies and tribunals in
employment and labor matters, including, as appropriate:
Connecticut State Board of Labor Relations;
Connecticut Commission on Human Rights and Opportunities (CHRO);
Equal Employment Opportunity Commission (EEOC);
Connecticut Department of Labor;
U.S. Department of Labor;
Unemployment compensation proceedings;
Other state or federal administrative agencies; and
Arbitration and mediation forums.
Representation shall include investigation, pleadings, position statements, discovery, witness preparation,
hearings, settlement negotiations, briefs, appeals, and other appropriate services.
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8. Litigation and Court Proceedings
Represent the Authority, when requested and authorized, in state and federal court proceedings involving
labor and employment matters.
Services may include:
Employment discrimination litigation;
Wage-and-hour litigation;
Labor disputes;
Contract-related employment litigation;
Injunctive proceedings;
Enforcement or challenge of arbitration awards;
Employment-related constitutional or civil-rights claims;
Wrongful termination and related claims; and
Other employment litigation.
Counsel shall keep the Executive Director informed regarding litigation strategy, significant developments,
potential exposure, settlement opportunities, and anticipated costs.
9. Disciplinary and Pre-Termination Guidance
Provide timely consultation before significant disciplinary action when requested.
Counsel may be asked to:
Review investigative documentation;
Assess whether additional investigation is appropriate;
Review applicable collective bargaining provisions;
Evaluate consistency with Authority policy and past practice;
Identify due-process requirements;
Assist with Loudermill or other pre-disciplinary proceedings;
Review notices of charges and disciplinary notices;
Prepare management representatives for hearings;
Advise regarding potential settlement; and
Assist the Authority in developing legally supportable corrective actions.
10. Labor-Management Meetings
Attend regularly scheduled or special labor-management meetings as requested by the Authority.
Counsel may also be requested to attend:
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Board of Commissioners meetings;
Special Board meetings;
Executive sessions, when legally appropriate;
Executive Management meetings;
Strategic planning meetings;
Collective bargaining strategy sessions;
Grievance meetings;
Employee disciplinary proceedings; and
Other meetings determined necessary by the Executive Director.
11. Executive Director, Management and Board Counsel
Provide timely labor and employment advice to the Executive Director and authorized management
personnel.
Counsel shall advise and, when requested, brief the Board of Commissioners regarding significant labor and
employment matters within the Board's responsibilities.
Counsel should recognize the distinction between matters falling within the Executive Director's
administrative authority and matters requiring or appropriately involving Board action.
Advice may include written legal opinions, memoranda, executive briefings, risk assessments, and verbal
consultation.
12. HUD and Housing Authority-Specific Employment Issues
Counsel should be capable of advising the Authority concerning labor and employment matters arising
within the operational environment of a public housing authority.
This may include the employment implications of:
HUD requirements affecting Authority operations;
Public Housing and Housing Choice Voucher operations;
Federal funding requirements;
Organizational restructuring;
RAD conversions and redevelopment activities;
Changes in staffing resulting from modernization or redevelopment;
Grant-funded positions;
Federal or state monitoring findings affecting staffing or employment practices;
Procurement or contracting decisions affecting bargaining-unit work;
Contractors and subcontractors working on Authority property; and
Changes in Authority operations that may create collective bargaining obligations.
Counsel shall interface with HUD counsel, Authority general counsel, consultants, insurers, and other
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specialized counsel when requested and appropriate.
13. Organizational Change, Reorganization and Management Rights
Provide advice regarding significant organizational or operational changes, including:
Department restructuring;
Creation or elimination of positions;
Changes in job duties;
Reclassification;
Management restructuring;
Outsourcing or contracting;
Technology-driven changes in work;
Reduction in force;
Layoffs;
Transfers;
Consolidation of functions; and
Other operational changes affecting employees.
Counsel shall advise whether proposed actions create bargaining, notice, impact-bargaining, contractual,
due-process, or other labor/employment obligations.
14. Wage, Hour and Classification Matters
Advise the Authority regarding wage-and-hour compliance, including:
Exempt/non-exempt classification;
Overtime;
Compensable working time;
On-call time;
Travel time;
Meal periods;
Training time;
Call-back provisions;
Stipends and additional compensation;
Timekeeping practices; and
Other wage-and-hour matters.
Counsel may be asked to conduct or assist with periodic compliance reviews.
15. Reasonable Accommodation, Disability and Leave Management
Provide guidance regarding the interactive process and administration of employee accommodation and
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