What employers should know about key developments this week: DOL Opinion Letter FLSA2026-9: The U.S. Department of Labor’s (DOL’s) Wage and Hour Division (WHD) evaluated several real-world scenarios—such as an employee working from home in the morning to avoid traffic...
Takeaways The EEOC has proposed eliminating EEO-1 and other federal workforce reporting requirements and related recordkeeping obligations for covered employers. The EEOC held a public hearing on 08.11 where the majority of commenters opposed the proposed rule. Even...
Maryland’s Family and Medical Leave Insurance (FAMLI) program is quickly approaching, bringing significant new obligations for employers of all sizes. Preparing for FAMLI will require coordination across human resources, payroll, benefits, and legal teams. Employers...
The federal Worker Adjustment and Retraining Notification (WARN) Act requires certain employers to provide advance notice before plant closings, mass layoffs, and other qualifying workforce reductions. Determining whether the law applies and the manner in which it...
California Governor Gavin Newsom has announced that California’s statewide minimum wage will increase from $16.90 to $17.40 per hour effective January 1, 2027. The new rate, announced on July 31, 2026, reflects the annual inflation-based adjustment required under...
On August 7, 2026, the Senate confirmed current National Labor Relations Board (NLRB or Board) Member David Prouty to a second term – Member Prouty was first appointed to the Board in 2021 by President Biden – and confirmed James Macy to fill one of two vacant Board...
In Decloedt v. Radnet Management, Inc., 2026 WL 1959641 (Cal. Ct. App. June 26, 2026, No. B343963), a patient service representative sued his former employers, supervisor, and coworker, asserting 11 state-law causes of action. The complaint included hostile work...
On July 22, 2026, the U.S. Department of Labor’s Wage and Hour Administrator issued two Opinion Letters. The letters focus on a common issue facing employers today: when travel involving nonexempt remote or hybrid employees must count as hours worked and thereby are...
Takeaways All Illinois employers are required to provide jury duty leave. Starting 01.01.27, Illinois employers with at least 26 employees must provide employees with paid leave for jury service. Also starting 01.01.27, employers cannot penalize volunteer emergency...
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