As explained in a prior blog post, on January 21, 2025, President Trump signed Executive Order 14173 (“Ending Illegal Discrimination and Restoring Merit-Based Opportunity”) (the “EO”), establishing new requirements for federal contractors and grant recipients to agree that their compliance with federal anti-discrimination laws is “material to the government’s payment decisions” for purposes of
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President Trump’s “Ending Illegal Discrimination and Restoring Merit-Based Opportunity” Executive Order Targets Federal Contractors and the Private Sector
On January 21, 2025, President Trump issued the Ending Illegal Discrimination and Restoring Merit-Based Opportunity Executive Order (the “EO”), which revokes Executive Order 11246, a 60-year-old Civil Rights-era directive that prohibited federal contractors from discriminating on the basis of race, color, religion, sex, sexual orientation, gender identity, or national origin, and required federal contractors to
New Pay Transparency Laws Effective in 2025
Five states have joined the growing number of states with pay transparency laws requiring employers to include compensation information in job postings. An Illinois law and a Minnesota law took effect on January 1, 2025, and New Jersey, Vermont, and Massachusetts laws will take effect later this year. While the new laws differ in their
New York Employers Required to Provide Paid Prenatal Leave
Pursuant to the New York Paid Prenatal Leave Law (the “PPL Law”), beginning on January 1, 2025, New York employers must provide employees with 20 hours of paid leave for prenatal healthcare service appointments during their pregnancy or related to pregnancy (“Paid Prenatal Leave”) in a 52-week period. The PPL Law amends the New York
Federal District Court Vacates Biden’s DOL Overtime Rule
As discussed in our prior post, the U.S. Department of Labor (DOL) issued a final rule earlier this year that increased the salary thresholds required to classify certain employees as exempt from overtime pay requirements under the Fair Labor Standards Act (FLSA). On November 15, 2024, the federal district court for the Eastern District
It’s That Time Again: New California Workplace Laws for 2025
California Governor Gavin Newsom recently signed into law a number of employment-related assembly bills (“AB”) and senate bills (“SB”), once again altering the landscape of workplace regulation in California. With several key new laws taking effect as soon as January 1, 2025, now is the time for employers to prepare for compliance.
NLRB General Counsel: “Make-Whole Relief” for Non-Competes and No More “Stay-or-Pay”
[Update: On February 14, 2025, Acting General Counsel of the National Labor Relations Board William B. Cowen issued General Counsel Memorandum 25-05, rescinding the guidance discussed in this blog post. To read more about state law updates on stay-or-pay revisions, check our posts: California Update: New Employment Laws and Compliance Obligations for 2026 and
Is Your Workplace Election Ready? Voting Leave Laws Across the States
With Election Day just weeks away, employers should quickly brush up on laws that permit employees to take time off to vote. There is no federal law permitting time off to vote, but a majority of states and the District of Columbia have some form of voting leave law, with variations regarding the amount of
California Joins Growing List of States Prohibiting Employer Action Against Employees Who Refuse Political or Religious Communications
On Friday, California Governor Gavin Newsom signed SB 399, the “California Worker Freedom from Employer Intimidation Act” (the “Act”) that should be of interest to any company with employees in the state. The Act, which takes effect on January 1, 2025, adds a new section to the California Labor Code to prohibit employers from
SEC Enforcement Sweep Reaffirms Focus on Anti-Whistleblower Provisions in Employee Agreements
On September 9, 2024, the SEC announced settled enforcement actions against seven companies for violating the SEC’s whistleblower rules.[1] Specifically, the SEC alleged that the companies had provisions in various kinds of agreements with employees, including employment, separation, and settlement agreements, that purport to restrict, and thereby could potentially discourage, employees and other signatories from reporting