Quick Hits

• Life sciences employers planning RIFs may want to develop a planning matrix that addresses key employment law compliance issues, including federal and state WARN Act requirements and industry-specific considerations.
• Employers may want to ensure they have created defensible

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Quick Hits

• The EEOC has opened the 2024 EEO-1 Component 1 reporting period, emphasizing that employers must not use the reported demographic data to justify discriminatory employment practices based on race, sex, or other protected characteristics. 
• EEOC Acting Director Andrea

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Quick Hits

• The EEOC has opened the 2024 EEO-1 Component 1 reporting period, emphasizing that employers must not use the reported demographic data to justify discriminatory employment practices based on race, sex, or other protected characteristics. 
• EEOC Acting Chair Andrea

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Quick Hits

• In Ontario, if AI is used to screen, assess, or select applicants, a disclosure may be required directly in the job posting.
• Employers with fewer than twenty-five employees are exempt from Ontario’s requirement.
• In Quebec, if a decision

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Quick Hits

• On April 7, 2025, New Mexico became the third state to legalize access to psilocybin, following Colorado and Oregon.
• Employers are not required to accommodate employees under the influence of psilocybin at work.

Under the new law—the…

Quick Hits

• Under the EU pay transparency directive (Directive (EU) 2023/970), employers are subject to requirements, such as upholding the principle of “work of equal value,” reporting on gender pay gap statistics, and making pay information available to job applicants

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