As part of the Equal Employment Opportunity Commission’s (EEOC) new National Enforcement Plan (NEP), the commission stated its intent to “eliminate the use of disparate impact liability theories in investigations,” and vowed “not [to] commence, develop, or continue to pursue
When a workplace injury occurs, the legal response often begins with worker’s compensation. But for both employers and employees, that is rarely the end of the story. As medical restrictions continue or evolve, the same set of facts can implicate
Among the cacophony of campaign promises floated by then-candidate Trump prior to the 2024 presidential election, one drum beat steadily: A vow to implement a no-tax-on-tips and no-tax-on-overtime law.
Martin C. Kuhn, Marquette 2004, Marquette 2004, is the founder
Title VII of the Civil Rights Act and other U.S. anti-discrimination laws have traditionally relied on two key theories of liability – disparate impact and disparate treatment. An April 23, 2025 Executive Order issued by President Trump effectively eliminates the
This spring, labor and employment attorneys and law students have been busy teaching employee rights and obligations to students in Madison.
Naomi R. Swain, U.W. 2021, is an associate attorney at
Hawks Quindel’s, Madison office. Her practice covers
In April 2024, the Supreme Court decided Muldrow v. City of St. Louis,1 and in so doing, reduced the magnitude of harm some courts (including courts in the Seventh Circuit) previously required to establish an “adverse action” in
Consider the following hypothetical: a veteran employee of a Wisconsin corporation with a spotless disciplinary record shows up to work, where he is required to take a random drug test. The test is pursuant to the corporation’s long-established drug use
In November 2023, seven unions filed suit in Dane County Circuit Court returning to do battle against a familiar foe: 2011 Wisconsin Act 10. The suit seeks to have Act 10 blocked, arguing that it violates the Wisconsin Constitution’s equal
In December 2023, I wrote about the EEOC’s proposed harassment guidance in this blog. At that time, the public comment period had concluded but final guidance had not yet been released.On April 24, 2024 – nearly 25 years after the
