Employers that receive a charge of discrimination from the U.S. Equal Employment Opportunity Commission (EEOC) may now have only half as much time to respond. The agency appears to have cut the standard deadline for an employer’s written response, called
For years, employers have relied on arbitration agreements to keep employment disputes out of court. In 2022, Congress carved out an exception for sexual harassment and sexual assault claims, but the law didn’t clearly say what happens to the other
Season 5 of From Lawyer to Employer kicks off with new host Sarah Niemiroski! In her debut episode, Sarah welcomes fellow Shipman attorney Peter Murphy to explore what employers can learn from religious vaccine exemption litigation – and why those
The Big Picture
The NLRB just made it a lot easier for employers to discipline employees who act out during union or other protected activities. On September 23, 2026, in Lion Elastomers LLC, 375 NLRB No. 41, the Board’s
Back in May, we published a detailed breakdown of Connecticut’s Omnibus Workforce Bill (Public Act No. 26-12). With October 1, 2026 just around the corner, this post serves as a practical compliance reminder. Several key provisions take effect on that
Connecticut’s AI Responsibility and Transparency Act (better known as the “CAIA”) takes effect on October 1, 2026. If your company uses artificial intelligence in any aspect of employment decision-making, the time to prepare is now.
On September 2, 2026, the Second Circuit handed employers a win in Siren Retail Corp. v. NLRB, No. 24-3168, rejecting the NLRB’s Tesla test and calling for a more balanced approach to evaluating workplace dress code restrictions.
Background
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Artificial intelligence is rapidly changing the workplace, offering employers new ways to streamline hiring, manage employees and make employment-related decisions. But as these tools become more common, they are also creating new legal and practical considerations for employers.
Shipman partner
Connecticut employers, mark your calendars: the state’s minimum wage will rise again on January 1, 2027. Connecticut’s minimum wage is adjusted each January 1 based on the Employment Cost Index change for the 12-month period ending June 30 of the
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
