When employers use AI tools to help decide who is selected for termination, the risk is not always an obviously flawed tool. The more practical risk is that the tool may appear objective while missing important context HR and leadership
Pay transparency laws continue to expand across the United States, creating new compliance obligations for employers that post jobs, recruit candidates, set compensation ranges, or maintain pay records across multiple jurisdictions. As we have previously covered, jurisdictions across the
For decades, EEOC regulations have required covered private employers and certain federal contractors to file annual EEO-1 workforce reports identifying employees by job category, race/ethnicity, and sex, and to maintain related records. In July, the EEOC proposed rescinding those reporting
Earlier this year, a Hamilton County, Ohio, jury delivered a verdict that should command employers’ attention. The case began with what should have been a straightforward pregnancy accommodation request: an employee in a high-risk pregnancy asked to work from home
The National Labor Relations Board’s recent decision in Inland Waters Pollution Control, Inc., covered here in our latest blog on protections for aggressive bargaining proposals, was notable in its own right; however, it also marks the beginning of something larger
The National Labor Relations Board’s recent decision in Inland Waters is significant for employers not only for what it says about bargaining proposals, but also for what it signals about the direction of federal labor law under the Board’s emerging
Employers that rely on international F-1 students working under OPT or STEM OPT, J-1 exchange visitors, or foreign media personnel should take note of a significant U.S. Department of Homeland Security (DHS) final rule published on July 17, 2026, which
Many employers believe that federal labor law, such as the National Labor Relations Act, only applies to unionized workforces. In reality, most private-sector non-unionized employees are protected by the NLRA too, which means employee conversations, complaints, petitions, or other shared
In June 2026, two federal court decisions created potential implications for employers sponsoring foreign national employees and individuals with pending immigration benefit applications. Although the cases involve different USCIS policies and arise from separate legal challenges, both have immediate operational
The U.S. Department of Labor (DOL) has proposed a new joint employer rule that could significantly expand employer liability under the Fair Labor Standards Act (FLSA), the Family and Medical Leave Act (FMLA), and the Migrant and Seasonal Agricultural Worker
