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The federal government may be cracking down on what it deems “illegal DEI,” but a new memo from the Attorneys General of 15 states clarifies what most of us already knew: businesses can legally implement diversity, equity, inclusion, and accessibility initiatives. Moreover, these programs can help companies comply with civil rights laws and reduce the risk of discrimination claims. Here’s what employers need to know. Continue reading

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A federal judge in Maryland has issued a nationwide injunction halting key provisions of two executive orders that sought to limit workplace diversity, equity, and inclusion (DEI) programs. The ruling means that, for now, employers—especially federal contractors and grant recipients—can continue their DEI efforts without immediate legal risk. Continue reading

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President Trump’s recent Executive Order, “Ending Illegal Discrimination and Restoring Merit-Based Opportunity,” has raised pressing questions about the future of workplace diversity, equity, and inclusion (DEI) initiatives. The order emphasizes enforcing civil rights laws, eliminating race- and sex-based preferences in federal policies, and promoting merit-based opportunities. In response, many employers are wondering: What does this mean for DEI programs in the private sector? Continue reading

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The Fair Labor Standards Act has been known to trip up HR professionals and employer lawyers, too. Payment for travel time, for example, can have several variables, such as when, where, why, and how. However, a recent Third Circuit decision clarified when, if ever, an employee’s travel time between client sites is compensable.

I’ll spare you the court’s FLSA minutiae and reduce it to a 60-second plain English read for you and your colleagues.

Continue reading

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Last night, I read a First Circuit decision about an employee at a grocery store who violated company policy by buying beer for her underage grandson, except she claimed age discrimination.

Spoiler alert: she lost.

Stick around for some HR101: Clear policies and consistent enforcement matter. Continue reading

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On Saturday, the Associated Press reported that the Equal Employment Opportunity Commission (EEOC) moved to drop several lawsuits related to gender identity discrimination. Let’s examine what caused this change in direction and the implications for employers. Continue reading

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Internal:
Subject: Out of Office – Fly Eagles Fly!

I am currently out of the office, celebrating the Eagles’ Super Bowl victory with thousands of my closest friends (and one very excited son). If you need immediate assistance, please ask yourself, “Is this more important than the Birds winning it all?” If yes, I’ll question your priorities (and consider reporting you to the General Counsel) when I return. If no, I’ll be back on Monday, hopefully with my voice intact.

Go birds!🦅🏆 Continue reading

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So much ink has been spilled recently about the viability and legality of Diversity, Equity, and Inclusion (DEI) in the workplace. This week, a federal court weighed in on whether a Pacific Northwest employer’s DEI training created a hostile work environment for a white employee.

It didn’t.

More importantly, the court clarified a key point many have overlooked: DEI training is not inherently unlawful.

This ruling carries significant implications for employers dedicated to fostering inclusive workplaces with DEI training. Here are three key takeaways from the court’s decision. Continue reading

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