On May 14, the EEOC sent a proposed rule to the White House, asking to rescind EEO reporting requirements as well as reporting requirements under the ADA, GINA and the PWFA.
On May 14, the EEOC sent a proposed rule to the White House, asking to rescind EEO reporting requirements as well as reporting requirements under the ADA, GINA and the PWFA.
The long saga of the last Department of Labor (DOL) effort to raise the salary levels required for most exempt positions has finally come to an end.
In December 2025, the EEOC posted a video message requesting that white men who believe they had experienced reverse discrimination contact the agency so it could investigate. Now they've filed their first suit...
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.
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.
• Leave as an accommodation. Understand when leave may not qualify as a reasonable accommodation (rarely) and when it may be required for cases of infertility, miscarriage, stillbirth and more.
• Guaranteed accommodations. Walk away with a checklist of the accommodations the EEOC says you can’t question—no doctor’s note, no forms, no delay.
• Top practical accommodations. Easy-to-implement, detailed, practical accommodations that won’t unduly disrupt the workplace while complying with the law.
• Lessons from the courtroom. Now that lawsuits have gone to court or settled, embrace lessons learned the hard way so you won’t repeat them.
• Compliant break rooms no matter your industry. Walk away with instructions for creating compliant milk-expression rooms for any workplace.
• Postpartum accommodations. Understand the obligations you have postpartum, including how soon you may have to bring new mothers back, even if they still can’t perform every essential function.
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.