Confession time: I sometimes go down a Reddit rabbit hole and the “Is This AI?” forum might be one of them.So, a recent post tells a story that should make every employer paying expense reimbursements sit up. An employee
Employers have been required to file the EEO-1 report since 1966, submitting an annual accounting of their workforce by race, ethnicity, sex, and job category. On July 21, 2026, the EEOC voted 2-1 to move forward with a proposed rule
In a classic Seinfeld episode, George Costanza once built a bed under his desk at Yankee Stadium so he could nap during the workday.
But note to future employees: Sleeping on the job can (and probably will) get you fired
On July 14, 2026, Anthropic—one of the leading artificial intelligence companies—announced “Claude for Teachers,” a program offering free, premium-level AI access to verified K–12 educators across the United States. School districts should be aware that this new program is available
The Second Circuit issued a decision yesterday that reinforces a principle employers sometimes forget in the accommodation process: doing something is not the same as doing enough.
In Raymond v. 1199SEIU National Benefit Fund, the court vacated summary judgment for
My colleagues and I published a detailed breakdown this week over on the Employment Law Letter of the Second Circuit’s new framework for religious accommodation claims under Title VII. The short version: the court has replaced the familiar “notice plus
On June 18, 2026, the Internal Revenue Service released Notice 2026-40, announcing Treasury’s intent to issue proposed regulations implementing the amendments to the Qualified Opportunity Zone (QOZ) rules enacted as part of the One, Big, Beautiful Bill Act (OBBBA). The
On July 9, 2026, as part of the state budget, Massachusetts passed the “Trusted Adults Act” legislation intended to close existing loopholes and protect minors age 16 and 17 from sexual conduct by mandated reporters. While the age of consent
Employers in Connecticut and New York who thought they had a solid handle on religious accommodation law just got a new wrinkle. Last week, the Second Circuit adopted a new prima facie standard for failure-to-accommodate-religion claims under Title VII. The
Can a company that uses progressive discipline for some employees be forced to use it for all employees? A new decision from the District of Connecticut says no, and the reasoning provides a useful roadmap for employers who want to
