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Do you have employees you require to hit billable hour minimums who are taking milk-expression breaks under the PUMP Act?

Employers that operate in Northeastern states, take note: Maine has joined Connecticut, Massachusetts and Vermont in passing state pay-transparency and disclosure laws.

The summer of 2026 is shaping up to be challenging for HR. Speakers at LEAP 2026 outlined a landscape where the biggest risks no longer live in traditional compliance, but in everyday decisions—off-duty conduct, religious accommodation, layoffs, new state laws and workplace speech—where risk is increasingly situational and unpredictable.

How would we run FMLA concurrent with PWFA?

Most HR teams don’t think about depositions until a lawsuit is already underway. Hopefully, you won’t be the target of a lawsuit, but if you are, Charles High, retired partner at Kemp Smith, and Paul Prather, partner at Littler, offer tips on how to prepare your managers.

The case challenges the right of the Department of Labor, which administers the agricultural worker H-2A visa program, to charge employers with violating the terms of the program and assessing monetary penalties if the agency concludes the employer did.

Do you make it as easy as possible for workers to request Family and Medical Leave Act leave? If not, you may want to revamp your process, if a recent federal court decision is any indication.

The Department of Justice has sued a California artificial intelligence technology company, accusing it of favoring foreign workers over U.S. ones.

The order does not make the use of recreational marijuana legal but eases the way for further testing and allowing holders of state-sponsored medical marijuana cards to use marijuana products authorized for use by their states without fear of federal criminal prosecution.

For our employees asking for four months off after the delivery of their baby, are all four months protected under the PWFA or only the six to eight weeks of postpartum recovery?