Artificial intelligence has steadily moved into a front-line decision-making role in the workplace. Connecticut’s newly enacted AI law reflects that and makes clear that, when technology influences employment decisions, employers must be ready to explain it.
Signed into law on May 29, 2026, Senate Bill (SB) 5 measure places new limits and disclosure obligations on
In a recent decision, the U.S. Court of Appeals for the Fifth Circuit reaffirmed a familiar — but increasingly debated — principle in employment discrimination law: Plaintiffs proceeding under the McDonnell Douglas framework must identify a similarly situated comparator outside their protected class who was treated more favorably to survive summary judgment (Bravo v.
On May 28, 2026, the Eleventh Circuit issued an opinion in Khatabi v. Car Auto Holdings, LLC, holding, in relevant part, that an employer waived its ability to request a damages cap under Title VII based on its smaller size because it failed to plead the size damages cap as an affirmative defense.
In
As summer approaches, many organizations welcome interns and host a variety of social events, including happy hours, outings, and team-building activities. While these programs can boost morale and provide valuable networking opportunities, they also introduce additional workplace risks, particularly when alcohol, power dynamics, and inclusion concerns intersect. For employers with summer interns, thoughtful planning can
The U.S. Department of Labor (DOL) and White House have an overarching message for workplaces: Artificial intelligence is here to stay — and it’s not a matter of if, but rather when and how, you incorporate it into your business. As businesses’ internal software platforms are rapidly being retrofitted with AI capabilities, the DOL
On March 16, 2026, U.S. Immigration and Customs Enforcement (ICE) published a fact sheet that changes how many Form I-9 violations are classified.
The Immigration Reform and Control Act (IRCA) requires employers to verify the identity and employment eligibility of their employees hired in the United States after November 6, 1986. The regulations that
The Tennessee 114th General Assembly has recently passed significant legislation reshaping how noncompetes are evaluated and enforced. Specifically, the new law introduces bright-line rebuttable presumptions for the permissible duration of covenants not to compete and, for the first time, categorically prohibits noncompete agreements for employees earning less than $70,000 per year. Gov. Bill Lee has
In the midst of the COVID-19 pandemic in 2020, many employers received more religious accommodation requests than ever before, with employees citing religious beliefs in support of requests to be excused from mandatory vaccination requirements. Once such requirements ended, religious accommodation issues largely faded into the background for most employers, and accommodation requests under the
There must be “50 Ways to Leave Your Lover.” And yet, some disputes have a way of sticking around. The labor conflict between Rieth-Riley Construction Company and Local 324 of the International Union of Operating Engineers began in 2018 over the union’s decision to withdraw from a multi-employer bargaining arrangement and negotiate separately
When workplace disputes move from behind the scenes to the front page, the script doesn’t change as much as one might expect. Last week, the Southern District of New York issued an opinion in Blake Lively v. Justin Baldoni that reads less like a Hollywood drama and more like an employment law primer where documentation