You’ve trained your managers to avoid bias. But what happens when an employee tries to win a lawsuit by flipping that logic—stereotyping the employer instead? One California court just had a firm answer: Nope. Continue reading
Heterosexual employees don’t have to clear a higher hurdle than gay employees to claim discrimination. The Supreme Court just said so—unanimously.
This case could reshape how Title VII claims are litigated—and it’s one employers should be paying close attention to. Continue reading
An onsite manager alleged race and sex discrimination, but the court never reached the substance of her claims. Why? Because she worked for a contractor—not the school network she sued. The case was dismissed.
Here’s what every employer who works with vendors, staffing firms, or third-party service providers needs to know. Continue reading
On Monday, June 2, the U.S. Department of Labor (DOL) announced the relaunch and expansion of its opinion letter program. This move reinstates a valuable compliance tool for employers, particularly those navigating complex wage-and-hour for Family and Medical Leave Act regulations. Continue reading
Employers, take note: vague safety concerns and “we did our best” no longer cut it. A recent Third Circuit opinion revived a religious accommodation claim from a firefighter who wanted to keep his beard for faith-based reasons. Applying the Supreme Court’s Groff v. DeJoy standard, the court made it clear: you can’t just trim around the edges of Title VII. Continue reading
It’s here.
As of June 1, 2025, employers with operations or applicants in New Jersey must comply with the New Jersey Pay and Benefit Transparency Act. This new law requires upfront pay transparency in job postings and mandates internal notice of most promotions. It applies more broadly than you might think—and failing to comply could cost you. Continue reading
Some jobs just require heavy lifting—literally. And courts aren’t about to tell employers to rewrite essential duties just because someone asks for an exception. Continue reading
Some employees make life miserable for their coworkers. They gossip, sabotage, and bully—but that doesn’t always add up to a viable lawsuit. In fact, a recent federal appellate decision reminds us that even the ugliest workplace conduct isn’t unlawful unless it crosses a very specific legal line. Continue reading
A recent DOL enforcement action shows how routine rounding practices can spiral into serious legal exposure. This post breaks down one employer’s nearly $600,000 mistake—and explains what the FLSA really permits when it comes to rounding work time.
TL;DR: A construction contractor just had to pay nearly $600,000 in back wages and damages after the Department of Labor found systemic underpayment of overtime. A key issue? The company’s rounding and timekeeping practices. Rounding work time can be legal—but only if it doesn’t shortchange employees over time. Here’s what every employer needs to know.
The PWFA was designed to support pregnant workers.
But when the EEOC included abortion in the mix, a federal court hit pause. Continue reading
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