The Equal Employment Opportunity Commission (EEOC) is positioned for another rescission mission. Recall that recently, the EEOC rescinded the 2024 Enforcement Guidance on Harassment in the Workplace and two affirmative action documents. The commission’s apparent next mission relates to
As of August 1, 2026, 16 states plus Washington, D.C. will have statewide pay transparency laws in effect that require employers to disclose what a job pays, including California, Colorado, Connecticut, Hawaii, Illinois, Maine, Maryland, Massachusetts, Minnesota, Nevada, New Jersey,
Employers usually picture depositions and performance records when they think about defending an employment lawsuit — not procedure. But some of the most effective defenses never reach the merits at all. A recent 6th U.S. Circuit Court of Appeals decision,
On June 29, 2026, the Equal Employment Opportunity Commission (EEOC) voted to rescind two policy documents laying out steps employers can take to increase representation of historically marginalized groups in the workplace (i.e., affirmative action). The two documents are the
As of July 1, 2026, Tennessee employers face a significantly different legal landscape for noncompete agreements.
On May 7, 2026, Gov. Bill Lee signed legislation that materially reforms Tennessee’s approach to restrictive covenants. The law is now in effect and
A recent opinion letter from the U.S. Department of Labor, Wage and Hour Division (WHD), FLSA2026-5, offers a helpful reminder for employers managing exempt classifications — particularly in workplaces where employees may perform a mix of exempt and non-exempt
On May 5, 2026, the EEOC filed suit against the New York Times (NYT) in the Southern District of New York for engaging in DEI-related discrimination. The lawsuit alleges that the NYT violated Title VII of the Civil Rights Act
On June 3, 2026, the U.S. Court of Appeals for the Third Circuit issued a significant precedential decision in Secretary U. S. Department of Labor v. Comprehensive Healthcare Management Services LLC, No. 24-2842, 2026 WL 1582064 (3d Cir. June 3
Artificial intelligence has steadily moved into a front-line decision-making role in the workplace. Connecticut’s newly enacted AI law reflects that and makes clear that, when technology influences employment decisions, employers must be ready to explain it.
Signed into law on
In a recent decision, the U.S. Court of Appeals for the Fifth Circuit reaffirmed a familiar — but increasingly debated — principle in employment discrimination law: Plaintiffs proceeding under the McDonnell Douglas framework must identify a similarly situated comparator outside
