Adriana R. Joens

ADRIANA R. JOENS

ASSOCIATE

WASHINGTON, D.C.

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

Adriana Joens is an Associate with 25 years of experience in the legal field, including paralegal (10 years) and compliance specialist (15 years) positions.


Ms. Joens works closely with employers to provide counsel and guidance on a broad spectrum of workplace issues, including: wage & hour matters; compliance with Title VII of the Civil Rights Act and other EEO laws; navigating the recent Administration changes relating to diversity, equity, inclusion and accessibility (DEIA); investigations of workplace misconduct; federal contractor obligations, and the development of workplace policies that comply with state and federal law. 


Ms. Joens has extensive knowledge and experience in matters regarding the Fair Labor Standards Act (FLSA), the McNamara-O'Hara Service Contract Act (SCA) and Davis-Bacon Act (DBA).  She advises and represents clients in applying FLSA, SCA, and DBA during self-audits, or audits brought on by the U.S. Department of Labor (DOL)’s Wage and Hour Division.  She also works closely with clients to implement and develop policies and practices that comply with the prevailing wage and benefit requirements of the SCA and DBA. Recently, Ms. Joens has assisted clients in securing SCA conformances for jobs that were not listed in the SCA Occupational Directory; successfully representing and closing DOL wage and hour audits with no violations, navigating the prevailing wage obligations under the Infrastructure Investment and Jobs, Inflation Reduction, and CHIPS Acts; advising clients through self-audits in complying with SCA and DBA prevailing wage requirements; maintaining a DBA database of wage determinations and conformance rates in preparation for nationwide work under the Infrastructure Investment and Jobs Act; and providing support in FortneyScott successfully negotiating regional rates for an SCA nationwide contract.

Firm Practices


Admitted to Practice

  • District of Columbia


Education

  • Creighton University School of Law (J.D.) 
  • Creighton University (M.S., Public Policy)
  • University of Nebraska – Omaha (B.A.) 

FortneyScott Workplace Legal Compliance Webinar Series: Part IV: Planning your 2026 Workplace Compliance Priorities

December 10, 2025
December 18, 2025 at noon EDT CLICK HERE to Register Join FortneyScott attorneys for a complimentary webinar on how employers should prepare for 2026 based on the significant changes in 2025. The Trump Administration begins 2026 with a quorum at the EEOC, new leadership at all the DOL agencies, and the likelihood that the NLRB quorum will be restored soon, so employers should expect aggressive action by all the workforce agencies. This session will provide critical insights into: What to expect from EEOC with its new quorum; An activated DOL, including the new Wage & Hour Division priorities, such as revisions to the Biden-era rules on white collar exemptions and joint employment; new Opinion Letters and compliance tools, how AI is being addressed, and expected developments; Whether OFCCP will survive in 2026, and changes affecting Federal contractors and grant recipients; and Practical steps employers should consider before 2026 begins. This is the final presentation in FortneyScott’s four-part Workplace Legal Compliance Webinar Series 2025, designed for in-house counsel, compliance professionals, HR leaders, and business executives. To register for FortneyScott’s Workplace Legal Compliance training series, please click here .

The US Government Is Back in Business. What Now? What Next?

November 19, 2025
The longest US government shutdown has ended; the House will return to Washington and Congress will resume operations; the EEOC has a quorum and can fully operate; the leadership teams for all DOL agencies now are in place; the NLRB waits to learn the fate of its Members; and, the U.S. Supreme Court will be confronting its Emergency Rulings (the “shadow docket”) in merits rulings on the regular docket in several high stakes cases. Everyone in Washington, the US, and, indeed, the whole world is watching and trying to plan their next steps. Join the Employment Law Alliance (ELA) for an engaging and timely webinar where speakers will discuss what is likely to unfold regarding the workplace and beyond. They will offer practical guidance both for US companies and those that do business with the US .

FortneyScott Workplace Legal Compliance Webinar Series: Part III: Latest on Challenges to “Illegal DEI”

October 30, 2025
November 20, 2025 at noon EDT CLICK HERE to Register Join FortneyScott attorneys for a timely webinar addressing the Trump Administration’s escalating enforcement efforts targeting “illegal DEI” practices among federal contractors, grant recipients, and higher education institutions. In recent months, the Administration has initiated certification demands, expanded DOJ investigations under the False Claims Act, and increased EEOC scrutiny under Title VII. This session will provide critical insights into: The latest developments in federal investigations and enforcement; DEI programs under legal challenge; and Practical steps employers—especially federal contractors and grant recipients—should take now to mitigate legal risk and ensure compliance with EEO laws. This is the third installment in FortneyScott’s four-part Workplace Legal Compliance Webinar Series, designed for in-house counsel, compliance professionals, HR leaders, and business executives. To register for FortneyScott’s Workplace Legal Compliance training series, please click here .

Part II: Conducting Compensation Reviews in the Changing Legal Landscape

October 23, 2025
Understanding that everyone is going into Q4, which is the kickoff of your merit and compensation cycles, we want to support those compliance efforts. Join FortneyScott attorneys and our guest speaker, Rick Holt from Resolution Economics, on Thursday, October 23, 2025, at noon EDT for a discussion on strategies for reviewing compensation decisions under the governing legal standards and the Trump Administration’s enforcement priorities.  We will focus on discussing: Changes in legal enforcements; Legal considerations for conducting pay analyses; Recommendations on refreshing analysis models; and, Remediation strategies.

Major Changes for Higher Ed: Preparing for DOJ Inquiries and New IPEDS Requirements

October 7, 2025
On Tuesday, December 2, at 2pm EST , join attorneys from Novus Law Firm and FortneyScott and an I/O Psychologist from DCI as we discuss the scope of data being requested by the federal government and how to ensure that your institution is prepared. To register for this complimentary webinar, please CLICK HERE . Higher Education continues to be targeted by the Administration’s enforcement efforts to ensure compliance with federal anti-discrimination laws. Employment and admissions practices are subject to increased scrutiny by multiple federal agencies. For instance, both the Department of Justice (DOJ) and Health & Human Services (HHS) have issued Civil Investigation Demand (CID) letters requiring the submission of voluminous data and documents. These investigations pose significant risks, including potential civil and criminal lability, and the loss of federal contracts and grants. Additionally, the Department of Education (ED) has proposed major changes to the Integrated Postsecondary Education Data System (IPEDS) which, if implemented, would require institutions to report up to six years of detailed admissions data including applicant demographics and admissions criteria for undergraduate and graduate programs. Given this rapidly changing legal compliance landscape, higher education institutions should be prepared for government investigations that scrutinize wide-ranging practices, including those related to employment, admissions, and compensation. We will cover: Responding to federal agency investigations, which can include CIDs & scope of data production How to prepare for a potential investigation How the proposed IPED revisions may impact reporting burdens How federal agencies may use and share institute data Prospective data analytics that should be conducted
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