In a joint statement issued on April 4, 2024, five federal agencies, including the Department of Labor, announced they will apply their enforcement authorities to the use of automated systems, including artificial intelligence (AI). As the agencies put it, “Although many of these tools offer the promise of advancement, their use also has the potential to perpetuate unlawful bias, automate unlawful discrimination, and produce other harmful outcomes.”

On January 10, 2024, the Department of Labor (DOL) published its final Rule on classifying workers as independent contractors under the Fair Labor Standards Act (FLSA). The Rule will take effect on March 11, 2024.

On June 27, 2023, the Pregnant Workers Fairness Act (“PWFA”) became law, placing heightened obligations upon employers to accommodate pregnant employees. The Equal Employment Opportunity Commission (“EEOC”) immediately began accepting charges under the PWFA for alleged violations occurring on or after June 27, 2023.

Eleventh Circuit Joins Third, Seventh, and Ninth Circuits in Ruling That USERRA Requires Paid Military Leave When Employer Provides Paid Leave For “Comparable” Absences

Change to Maryland’s Cannabis Laws Raises Questions for Employers

An Early Report on How The Supreme Court’s Affirmative Action Admissions Policies Decision Is Impacting The Private Sector

Supreme Court Toughens Standard In Religious Accommodation Cases

The Pregnant Workers Fairness Act: What Employers Should Know