Employment Law This Week Podcast

Employment Law This Week® tracks the top developments in employment and labor law and workforce management in a matter of minutes every #WorkforceWednesday. This is the audio podcast version of the video series launched in October 2015 by law firm Epstein Becker Green.

#WorkforceWednesday: New Leadership and Priorities for the EEOC 11/19/2025

#WorkforceWednesday: New Leadership and Priorities for the EEOC The EEOC, now under the leadership of Chair Andrea Lucas and with a full quorum for the first time in years, is signaling shifts in enforcement priorities that could have significant implications for employers. What Employers Should Know: New Leadership: Chair Lucas has emphasized a commitment to “upholding merit-based, colorblind equality” in workplace policies. Key Priorities: Among the EEOC’s key priorities are protecting pregnant workers, addressing religious bias, and scrutinizing diversity, equity, and inclusion programs for potential reverse discrimination. Religious Focus: The EEOC is expected to issue new guidance on religious discrimination and accommodations. In this episode of Employment Law This Week®, Epstein Becker Green attorney discusses the latest updates from the EEOC and what they mean for employers. - Visit our site for this week’s Other Highlights and links: Download our Wage & Hour Guide for Employers app: . Subscribe to #WorkforceWednesday: Visit This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers. /episode/index/show/eltw/id/39094805

#WorkforceWednesday: What Restoring a Quorum at the NLRB Could Mean for Employers 11/12/2025

#WorkforceWednesday: What Restoring a Quorum at the NLRB Could Mean for Employers This week, we examine what employers should anticipate as the National Labor Relations Board (NLRB)—which currently has only one active member, a Democrat, and four vacancies—moves closer to regaining a quorum and resuming full operations. What Restoring a Quorum at the NLRB Could Mean for Employers For the first time in more than 10 months, the NLRB may soon have three members, reestablishing a quorum and potentially impacting employers significantly. What Employers Should Know: Nominees Pending: Two Republican nominees to the NLRB, as well as the NLRB’s General Counsel nominee, are awaiting U.S. Senate confirmation. Backlog: Restoring a quorum would allow the NLRB to address its backlog of cases and resume issuing decisions. Majority Requirement: Historically, a three-vote majority has been needed to overturn major precedents, which the NLRB may lack until it includes at least three Republican members. In this episode of Employment Law This Week®, Epstein Becker Green attorney discusses the implications as the NLRB moves toward full operations. Visit our site for this week’s Other Highlights and links: Download our Wage & Hour Guide for Employers app: . Subscribe to #WorkforceWednesday: Visit This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers. /episode/index/show/eltw/id/39007940

#WorkforceWednesday: H-1B Enforcement Tightened, Fertility Benefits Expanded, Gender Identity Protection Setback 11/05/2025

#WorkforceWednesday: H-1B Enforcement Tightened, Fertility Benefits Expanded, Gender Identity Protection Setback This week, we’re covering the U.S. Department of Labor’s (DOL’s) launch of Project Firewall to enforce H-1B visa compliance and new guidance on stand-alone fertility benefits, as well as a federal court ruling voiding gender identity protections. Project Firewall: An H-1B Enforcement Initiative The DOL has introduced Project Firewall, an initiative to enforce compliance with H-1B visa regulations. The program aims to ensure employers follow federal guidelines while balancing U.S. workers’ rights and businesses’ needs for skilled foreign labor. DOL Issues Guidance for Fertility Treatments Employers can now offer stand-alone fertility benefits, such as in-vitro fertilization (IVF) coverage, as “excepted benefits” separate from traditional health plans under new guidance from the DOL. Federal Judge Strikes Down Gender Identity Protections A federal judge in the Southern District of Mississippi has voided a Biden-era rule that extended sex discrimination protections under the Affordable Care Act to include gender identity, raising questions about the future of gender-affirming care protections. - Visit our site for this week’s Other Highlights and links: Download our Wage & Hour Guide for Employers app: . Subscribe to #WorkforceWednesday: Visit This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers. /episode/index/show/eltw/id/38923865

#WorkforceWednesday: Top Employment Insights: 44th Annual Workforce Management Briefing 10/29/2025

#WorkforceWednesday: Top Employment Insights: 44th Annual Workforce Management Briefing This week, we discuss highlights from Epstein Becker Green’s 44th Annual Workforce Management Briefing, which covered some of the most pressing issues for employers today. Top Employment Insights: 44th Annual Workforce Management Briefing Epstein Becker Green attorneys and clients from across the nation gathered in New York City this past week to share their insights on the latest developments in labor and employment law. In this episode of Employment Law This Week, we hear from a few of the briefing’s panelists about the critical issues their clients are currently facing. Key Topics of Discussion: Navigating Workplace Compliance and Litigation Risks: Panelists spoke about handling accommodation requests, defending class and collective claims, and refining termination strategies across varied regulatory landscapes. Adapting to Evolving Workforce Dynamics: Speakers explored managing diversity, equity, and inclusion initiatives; return-to-office mandates; and the rise in union activity. Governing AI and Technology: Panelists talked about ensuring responsible artificial intelligence (AI) adoption while addressing data privacy, liability, and ethical considerations. Epstein Becker Green attorneys featured in this podcast: , , , - Visit our site for this week’s Other Highlights and links: Download our Wage & Hour Guide for Employers app: . Subscribe to #WorkforceWednesday: Visit This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers. /episode/index/show/eltw/id/38824895

#WorkforceWednesday: State Law Trends, “Captive Audience” Ban Clash, Rhode Island Menopause Law 10/22/2025

#WorkforceWednesday: State Law Trends, “Captive Audience” Ban Clash, Rhode Island Menopause Law This week, we’re covering an uptick in state-level employment law activity, federal court decisions on “captive audience” bans, and Rhode Island's new menopause accommodation requirements. State Legislative Activity Increases California has introduced new laws on paid sick leave, artificial intelligence, pay equity, and protections for tipped workers. Meanwhile, other states are also rolling out new laws impacting employment practices. Courts Clash Over “Captive Audience” Bans Federal courts have issued conflicting rulings on state restrictions regarding employer-mandated meetings related to union organizing. Rhode Island Enacts First-Ever Menopause Law Through a new amendment to its Fair Employment Practices Act, Rhode Island has become the first state in the country to require employers with four or more employees to accommodate menopause symptoms. - Visit our site for this week’s Other Highlights and links: Download our Wage & Hour Guide for Employers app: . Subscribe to #WorkforceWednesday: Visit This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers. /episode/index/show/eltw/id/38741450

#WorkforceWednesday: How to Stay Compliant with 2026 State Family and Medical Leave Laws 10/15/2025

#WorkforceWednesday: How to Stay Compliant with 2026 State Family and Medical Leave Laws This week, we explore the latest changes in state-level family and medical leave laws and how employers can stay compliant. How to Stay Compliant with 2026 State Family and Medical Leave Laws A wave of changes to state-level family and medical leave laws, set to take effect in 2026 and beyond—along with recent expansions—is adding to the already-complex patchwork of family and medical leave regulations across the country. In this episode of Employment Law This Week®, Epstein Becker Green attorney breaks down what’s changing and how employers can prepare. What Employers Need to Know: New Programs: Delaware, Minnesota, and Maine are rolling out benefits in 2026, while Maryland’s program is delayed until 2028. Expanded Coverage: States such as Washington and Colorado are broadening definitions of “family member” and adding new qualifying reasons for leave. Employer To-Dos: Review policies, update notices, and coordinate with payroll teams to ensure compliance. - Visit our site for this week’s Other Highlights and links: Download our Wage & Hour Guide for Employers app: . Subscribe to #WorkforceWednesday: Visit This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers. /episode/index/show/eltw/id/38591550

#WorkforceWednesday: New H-1B Visa Fee, EEOC Shutters Disparate Impact Cases, Key Labor Roles Confirmed 10/08/2025

#WorkforceWednesday: New H-1B Visa Fee, EEOC Shutters Disparate Impact Cases, Key Labor Roles Confirmed This week, we’re covering the new H-1B visa fee, the Equal Employment Opportunity Commission’s (EEOC’s) closure of disparate impact cases, and recent key labor appointments. New Fee for H-1B Visas Employers must now pay $100,000 for each first-time H-1B petition filed on or after September 21, 2025. Current visa holders are not affected. Exceptions may apply, but details are limited. EEOC Shuts Down Disparate Impact Cases The EEOC has closed nearly all disparate impact cases following a recent executive order. These claims can still be pursued in court. The agency will also dissolve its Office of Enterprise Data and Analytics, although EEO-1 reporting requirements appear unchanged. Key Labor Roles Confirmed The Senate has confirmed Daniel Aronowitz as Assistant Secretary of Labor for the Employee Benefits Security Administration. Additionally, the Senate has confirmed over 100 other labor-related appointments—including 11 top labor positions—restoring a quorum at both the EEOC and the Merit Systems Protection Board. Visit our site for this week’s Other Highlights and links: Download our Wage & Hour Guide for Employers app: . Subscribe to #WorkforceWednesday: Visit This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers. /episode/index/show/eltw/id/38512225

#WorkforceWednesday: FTC Backs Off Non-Compete Ban, Warns Health Care Employers 10/01/2025

#WorkforceWednesday: FTC Backs Off Non-Compete Ban, Warns Health Care Employers This week, we examine the Federal Trade Commission’s (FTC’s) decisions to drop its appeal of a federal court ruling striking down its proposed non-compete ban and to issue warnings to health care employers about using unreasonable restrictive covenants in employment agreements. FTC Backs Off Non-Compete Ban, Warns Health Care Employers Although the FTC’s decision to abandon its non-compete ban appeal may appear to favor employers, its recent to health care organizations make clear that regulatory scrutiny is far from over. Key Takeaways for Employers: Regulatory Spotlight on Health Care: The FTC has urged health care employers to review restrictive covenants for fairness and compliance. Patient Choice Concerns: Health care non-competes may limit patient access to providers, particularly in rural areas. Protection of Business Interests: Non-competes should be narrowly tailored to safeguard trade secrets, customer relationships, and other legitimate interests. In this episode, Epstein Becker Green attorneys and discuss the FTC’s concerns for health care employers, offer guidance on revising non-compete agreements to withstand legal challenges, and explore alternative strategies to protect business interests. - Visit our site for this week’s Other Highlights and links: Download our Wage & Hour Guide for Employers app: . Subscribe to #WorkforceWednesday: Visit This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers. /episode/index/show/eltw/id/38424020

#WorkforceWednesday: Social Media and Employee Firings: What Employers Need to Know 09/24/2025

#WorkforceWednesday: Social Media and Employee Firings: What Employers Need to Know This week, we examine how employers should address controversial employee social media activity, especially amid widespread social tension such as that seen after the murder of Charlie Kirk. Social Media and Employee Firings An employee’s off-duty conduct can be grounds for termination, but disciplining employees . Recent online discussions surrounding the public murder of Charlie Kirk have spurred firings across the nation, leaving employers exposed to backlash for their action or inaction. What Employers Need to Know: · “At-Will” Employment: While most employment is “at-will,” allowing termination for nearly any reason, collective bargaining agreements or individual employment contracts may limit an employer's ability to terminate based on off-duty conduct. · Employer Monitoring: Employers may monitor employee activity on company devices and networks and can act on publicly available social media posts. · Reputational Harm: Even where off-duty conduct is protected, actions that damage an employer's reputation can still be grounds for discipline. In this episode of Employment Law This Week®, Epstein Becker Green attorney offers guidance on addressing employee social media activity, emphasizing the importance of clear, proactive policies to set expectations and outline consequences. - Visit our site for this week’s Other Highlights and links: Download our Wage & Hour Guide for Employers app: . Subscribe to #WorkforceWednesday: Visit This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers. /episode/index/show/eltw/id/38337885

#WorkforceWednesday: AI in the Workplace: California Sets a New Compliance Standard 09/17/2025

#WorkforceWednesday: AI in the Workplace: California Sets a New Compliance Standard This week, we examine new artificial intelligence (AI) regulations in California impacting employers. AI in the Workplace: California Sets a New Compliance Standard Starting October 1, 2025, new AI rules in California will change how businesses in the state use automated tools in hiring, promotions, and other workplace decisions. Key Takeaways for Employers Anti-Discrimination Measures: The new regulations specifically target discriminatory practices in employers’ use of automated decision systems (ADS). Recordkeeping Requirements: Employers are now mandated to retain all ADS records and data for a minimum of four years. Regulatory Precedent: California’s proactive stance on AI regulation is anticipated to influence similar regulatory frameworks nationwide, establishing a precedent for other states. In this episode of Employment Law This Week®, Epstein Becker Green attorney provides an essential breakdown of the new California regulations, including actionable insights on conducting risk assessments and aligning them with existing cybersecurity and privacy audits to ensure compliance. Visit our site for this week’s Other Highlights and links: Download our Wage & Hour Guide for Employers app: . Subscribe to #WorkforceWednesday: Visit This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers. /episode/index/show/eltw/id/38251625

#WorkforceWednesday: Remote Work and Religion: New Legal Risks for Employers in 2025 09/10/2025

#WorkforceWednesday: Remote Work and Religion: New Legal Risks for Employers in 2025 As religious rights in the workplace gain new attention, a recent OPM memo broadening religious accommodations for federal employees could impact employers everywhere—at home and in the office. Essential Impacts for Employers: The federal memo expands religious accommodations, including remote work. The Supreme Court’s 2023 Groff v. DeJoy ruling raised the “undue hardship” standard, making it more difficult for employers to deny religious accommodation requests. Accommodation requests are increasing, intersecting with remote work. These developments create new compliance challenges and potential legal risks for employers in the public and private sectors. Epstein Becker Green attorney explains how to evaluate accommodation requests under the heightened standard and what the new federal memo could mean for your organization. Visit our site for this week’s Other Highlights and links: Download our Wage & Hour Guide for Employers app: . Subscribe to #WorkforceWednesday: Visit This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers. /episode/index/show/eltw/id/38156090

#WorkforceWednesday: NLRB Authority in Jeopardy, Pregnant Worker Protections, Non-Compete Order Rescinded, EEOC Right-to-Sue Rule 08/27/2025

#WorkforceWednesday: NLRB Authority in Jeopardy, Pregnant Worker Protections, Non-Compete Order Rescinded, EEOC Right-to-Sue Rule This week, we’re covering four key employer-focused developments: a ruling from the U.S. Court of Appeals for the Fifth Circuit challenging the National Labor Relations Board’s (NLRB’s) authority, another Fifth Circuit decision restoring pregnant worker protections, the White House’s reversal of a key non-compete executive order, and a court ruling against the Equal Employment Opportunity Commission’s (EEOC’s) early right-to-sue policy. NLRB Authority in Jeopardy The Fifth Circuit has ruled that the structure of the NLRB is likely unconstitutional, setting the stage for a potential U.S. Supreme Court review. Epstein Becker Green attorney tells us more. Fifth Circuit Restores Pregnant Worker Protections The Fifth Circuit also upheld the Pregnant Workers Fairness Act (PWFA), reversing a lower court’s preliminary injunction. Employers must now ensure reasonable accommodations for pregnancy-related conditions under the PWFA. White House Rescinds Non-Compete Order The current administration has reversed President Biden’s 2021 executive order on expansive antitrust enforcement, signaling a return to a more traditional approach to competition reviews. Court Strikes Down EEOC Right-to-Sue Policy A federal court has ruled against the EEOC’s policy of automatically issuing early right-to-sue notices in discrimination cases, limiting the practice and its impact on claimants. - Download our Wage & Hour Guide for Employers app: . Visit our site for this week’s Other Highlights and links: Subscribe to #WorkforceWednesday: Visit This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers. /episode/index/show/eltw/id/37978000

#WorkforceWednesday: New FLSA Notice Standard, DOL’s PAID Program, Axed Wage and Hour Penalties 08/20/2025

#WorkforceWednesday: New FLSA Notice Standard, DOL’s PAID Program, Axed Wage and Hour Penalties This week, we dig into the U.S. Court of Appeals for the Seventh Circuit’s new Fair Labor Standards Act (FLSA) collective action notice standard, the U.S. Department of Labor’s (DOL’s) relaunched Payroll Audit Independent Determination (PAID) program, and the DOL’s scaled-back approach to wage and hour investigation penalties. Seventh Circuit’s New Standard for FLSA Notice The Seventh Circuit has introduced the Richards framework, a middle-ground standard for FLSA collective actions. This decision deepens the circuit split over notices to potential plaintiffs and could lead to Supreme Court involvement. Learn how this could impact your compliance strategies. DOL Relaunches PAID Program The DOL has relaunched the PAID program, letting employers self-report FLSA violations to avoid litigation or liquidated damages. The program now covers select Family and Medical Leave Act corrections. Discover how this voluntary option supports compliance. Wage and Hour Investigation Penalties Scaled Back A new DOL directive reduces penalties during wage and hour audits. Liquidated damages won’t apply in pre-litigation investigations but may still be pursued in litigation. See how this change could affect your risk management strategies. -- Download our Wage & Hour Guide for Employers app: . Visit our site for this week’s Other Highlights and links: Subscribe to #WorkforceWednesday: Visit This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers. /episode/index/show/eltw/id/37890440

#WorkforceWednesday: New DOJ Memo Warns Employers: Rethink DEI Programs Now 08/13/2025

#WorkforceWednesday: New DOJ Memo Warns Employers: Rethink DEI Programs Now New guidance from Attorney General Bondi urges federal funding recipients to to ensure compliance with anti-discrimination laws. This memo highlights actions deemed “unlawful DEI,” including race-based scholarships, preferential hiring, and misapplied “neutral” criteria. What This Means for Employers: Federal consequences: Noncompliance risks include or False Claims Act liability. Beyond federal funding: Private employers should also review DEI policies for legal risks. Focused best practices: Ensure inclusive environments, prioritize skills and qualifications, and eliminate demographic-driven criteria. Epstein Becker Green’s unpacks these developments in this week’s Employment Law This Week®. Visit our site for this week’s Other Highlights and links: Subscribe to #WorkforceWednesday: Visit Download our Wage & Hour Guide for Employers app: . This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers. /episode/index/show/eltw/id/37800225

#WorkforceWednesday: Nationwide FLSA Lawsuits Just Got Harder—Here’s Why 08/06/2025

#WorkforceWednesday: Nationwide FLSA Lawsuits Just Got Harder—Here’s Why In Harrington v. Cracker Barrel Old Country Store, Inc., the Ninth Circuit ruled that, in FLSA collective actions, federal courts must evaluate personal jurisdiction before allowing notices to out-of-state employees in nationwide claims—a move that strengthens employers’ ability to challenge these cases. Key Takeaways for Employers Jurisdiction matters: Courts must confirm jurisdiction before notifying out-of-state employees. Limited forum shopping: Plaintiffs face limits to filing in unrelated jurisdictions. Stronger grounds for employers: Employers can challenge out-of-state claims with no forum ties. Arbitration implications: Courts may notify employees under arbitration agreements. In this episode of Employment Law This Week®, Epstein Becker Green attorney describes the Harrington ruling and shares insights to help employers adapt and minimize costly lawsuits. Visit our site for this week’s Other Highlights and links: Subscribe to #WorkforceWednesday: Visit Download our Wage & Hour Guide for Employers app: . This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers. /episode/index/show/eltw/id/37702870

#WorkforceWednesday: NLRB Quorum Limbo, DOL Deregulation Push, Coldplay Concert Exposes Workplace Romance 07/30/2025

#WorkforceWednesday: NLRB Quorum Limbo, DOL Deregulation Push, Coldplay Concert Exposes Workplace Romance This week, we look at the potential restoration of a quorum at the National Labor Relations Board (“NLRB” or “Board”), the U.S. Department of Labor’s (DOL’s) deregulatory initiatives, and lessons from a high-profile workplace incident at a Coldplay concert. NLRB May Regain Quorum Lacking a quorum, the NLRB is currently unable to issue decisions affecting workplace policies and disputes. On July 17, 2025, to fill vacant seats on the Board. Senate confirmation of the nominees is required to restore the Board’s authority and ensure continued guidance for employers. DOL Begins Deregulation Push The DOL’s deregulatory agenda could reshape compliance priorities for employers. Plans include 63 actions to roll back regulations and align with federal mandates. Coldplay Concert Exposes Workplace Romance A viral “kiss cam” moment at a recent Coldplay concert led to the resignations of a CEO and a Chief People Officer and heightened legal exposure for their company. This is a reminder that employers must implement and consistently enforce relationship policies to prevent risk and uphold workplace credibility. -- Download our Wage & Hour Guide for Employers app: . Visit our site for this week’s Other Highlights and links: Subscribe to #WorkforceWednesday: Visit This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers. /episode/index/show/eltw/id/37607845

#WorkforceWednesday: FTC and Florida Focus on Non-Competes, SCOTUS to Rule on Pension Withdrawal Liability 07/23/2025

#WorkforceWednesday: FTC and Florida Focus on Non-Competes, SCOTUS to Rule on Pension Withdrawal Liability This week, we’re examining the Federal Trade Commission’s (FTC’s) stance on a federal non-compete ban, the expansive changes introduced by Florida’s Contracts Honoring Opportunity, Investment, Confidentiality, and Economic Growth (CHOICE) Act, and a pivotal ruling by the Supreme Court of the United States (SCOTUS) on pension withdrawal liabilities. FTC Delays Decision on Non-Compete Rule The FTC requested an additional 60 days to decide if it will continue defending the non-compete ban, suggesting the rule may soon be withdrawn. Florida CHOICE Act Expands Non-Competes Florida’s now allows non-compete agreements for covered employees to span up to four years, doubling the previous limit. The law also simplifies the process for employers to secure injunctive relief, making Florida one of the most employer-friendly states. SCOTUS to Rule on Pension Withdrawal Liability SCOTUS will decide how pension withdrawal costs are calculated, which could mean significant financial changes for employers. - Download our Wage & Hour Guide for Employers app: . Visit our site for this week’s Other Highlights and links: Subscribe to #WorkforceWednesday: Visit This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers. /episode/index/show/eltw/id/37519045

#WorkforceWednesday: What the One Big Beautiful Bill Act Means for Employers 07/16/2025

#WorkforceWednesday: What the One Big Beautiful Bill Act Means for Employers The OBBBA introduces major shifts for employers, transforming employee benefits, executive compensation, and workforce compliance. Are you prepared to adapt? Essential Impacts for Employers Dependent care and education benefits—higher flexible spending account limits and tax-favored student loan repayment programs Health savings accounts—expanded eligibility and coverage options for employees Executive compensation rules—new tax implications for public companies and nonprofits Epstein Becker Green attorneys and break down these updates in this episode of Employment Law This Week®. Get the insights you need to stay ahead of these sweeping changes. Read more insights on the OBBBA from our benefits team: Visit our site for this week's Other Highlights and links: Subscribe to #WorkforceWednesday: Visit This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers. /episode/index/show/eltw/id/37427720

Spilling Secrets: Legal Shifts in 2025 Put Employer Non-Compete Strategies at Risk 06/25/2025

#WorkforceWednesday: Workplace ICE Raids Are Surging—Here’s How Employers Can Prepare 06/18/2025

#WorkforceWednesday: Workplace ICE Raids Are Surging—Here’s How Employers Can Prepare U.S. Immigration and Customs Enforcement (ICE) is ramping up worksite inspections and I-9 audits, presenting new challenges for employers nationwide. With no warning before an ICE visit, preparation is critical to minimizing risks and staying compliant. This week’s key topics include: · maintaining current I-9 forms for employees, · developing a written playbook for ICE raids, and · establishing post-raid protocols to protect and stabilize operations. Epstein Becker Green attorneys and join the show to provide practical guidance. From creating a proactive plan to knowing your rights during a raid, they break down the steps employers should take before, during, and after an ICE inspection to safeguard their operations. Visit our site for this week's Other Highlights and links: Subscribe to #WorkforceWednesday: Visit This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers. /episode/index/show/eltw/id/37056255

#WorkforceWednesday: DOL Restructures: OFCCP on the Chopping Block as Opinion Letters Expand 06/11/2025

#WorkforceWednesday: Abortion Protections Struck Down, LGBTQ Harassment Guidance Vacated, EEO-1 Reporting Opens 06/04/2025

#WorkforceWednesday: Abortion Protections Struck Down, LGBTQ Harassment Guidance Vacated, EEO-1 Reporting Opens This week, we cover the striking down of abortion protections for workers and LGBTQ harassment guidance, as well as the beginning of a brief EEO-1 reporting season (concluding on June 24). Abortion Protections for Workers Struck Down A Louisiana federal judge vacated portions of a rule implementing the Pregnant Workers Fairness Act that defined abortion as a medical condition and required accommodations. Federal Court Vacates LGBTQ Harassment Guidance The U.S. District Court for the Northern District of Texas has moved to strike portions of the Equal Employment Opportunity Commission’s (EEOC’s) guidance on workplace harassment against LGBTQ employees. The court ruled that the Biden-era EEOC guidance expanded “the scope of sex beyond the biological binary.” EEO-1 Reporting Opens with a Tight Deadline The EEO-1 reporting period is now open. All private employers in the United States with 100 or more employees are required to file, as are federal contractors with 50 or more employees that meet certain criteria. The deadline to file is just weeks away—June 24—so employers are moving quickly. — Download our Wage & Hour Guide for Employers app: . Visit our site for this week’s Other Highlights and links: Subscribe to #WorkforceWednesday: Visit This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers. /episode/index/show/eltw/id/36848075

#WorkforceWednesday: New Executive Order Targets Disparate Impact Claims Nationwide 05/21/2025

#WorkforceWednesday: New Executive Order Targets Disparate Impact Claims Nationwide EO 14281 poses significant challenges for employers because it but clashes with established state and local regulations and laws, such as New York City’s law regarding the use of automated employment decision tools. This tension underscores the increasing complexity of managing artificial intelligence (AI)-driven decision-making in the workplace amid shifting legal standards. This week’s key topics include: the scope of EO 14281; conflicts between EO 14281 and existing federal, state, and local laws; and best practices to mitigate risks in AI employment decisions. Epstein Becker Green attorneys and unpack these developments and provide employers with practical strategies to stay compliant and address critical workforce challenges. Visit our site for this week's Other Highlights and links: Subscribe to #WorkforceWednesday: Visit This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers. /episode/index/show/eltw/id/36656215

#WorkforceWednesday: Independent Contractor Rule, EEO-1 Reporting, and New York Labor Law Amendment 05/14/2025

#WorkforceWednesday: Independent Contractor Rule, EEO-1 Reporting, and New York Labor Law Amendment This week, we're covering the U.S. Department of Labor's (DOL’s) decision to halt enforcement of the Biden-era independent contractor rule, the upcoming EEO-1 reporting season (starting on May 20), and New York State’s new labor law amendment, reducing damages for first-time frequency-of-pay violations. DOL Halts Enforcement of Independent Contractor Rule The DOL will no longer enforce the Biden-era independent contractor rule, which sought to tighten the criteria under which a hired worker can be considered an independent contractor for purposes of the Fair Labor Standards Act. The agency will now revert to the less stringent "economic realities" test. EEO-1 Reporting Begins Soon The proposed 2024 EEO-1 Component 1 data collection season is scheduled to begin on May 20, with a deadline to file by June 24. As expected, Component 2 pay data collection will not be required this year or in the coming years. New York Amends Labor Law to Limit Damages in Frequency-of-Pay Lawsuits New York Governor Kathy Hochul signed into law a budget bill that includes to the New York Labor Law that dramatically limits the relief employees can seek for first-time violations of frequency-of-pay provisions. Visit our site for this week's Other Highlights and links: Subscribe to #WorkforceWednesday: Visit This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers. /episode/index/show/eltw/id/36563470

Spilling Secrets: Trade Secrets on Trial: Strategic Decisions for the Courtroom 05/07/2025

#WorkforceWednesday: 100 Days In: What Employers Need to Know 04/30/2025

#WorkforceWednesday: 100 Days In: What Employers Need to Know The current administration has reached the 100-day mark, and employers have faced sweeping changes and major policy shifts—but not everything has moved at the same pace. While DEI programs and workplace AI have faced significant revisions, other areas, such as the NLRB, have been marked by and ongoing court battles, adding layers of uncertainty. This week’s key topics include: DEI program scrutiny, independent agency challenges, rescinded policies from past administrations, and AI workplace guidance. In this special episode, Epstein Becker Green attorneys unpack these significant changes and provide actionable insights for navigating the regulatory and compliance chaos. Visit our site for this week's Other Highlights and links: Subscribe to #WorkforceWednesday: Visit This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers. /episode/index/show/eltw/id/36372545

#WorkforceWednesday: Non-Competes Eased, Anti-DEI Rule Blocked, Contractor Rule in Limbo 04/23/2025

#WorkforceWednesday: Non-Competes Eased, Anti-DEI Rule Blocked, Contractor Rule in Limbo This week, we’re covering the relaxation of state-level non-compete rules, the recent block of Executive Order 14173’s diversity, equity, and inclusion (DEI)-related certification requirement, and a federal appeals court’s decision to pause a challenge to the Biden-era independent contractor rule. Non-Competes Eased in Kansas and Virginia Kansas has permitting non-competes while setting requirements for non-solicit provisions. Additionally, effective July 1, 2025, Virginia will for non-exempt employees. Federal Contractor DEI Rule Blocked In a lawsuit brought by Chicago Women in Trades, a federal judge paused a rule from Executive Order 14173 requiring federal contractors to certify that they don’t operate DEI programs that violate anti-discrimination laws, citing unclear definitions of “illegal” DEI programs Independent Contractor Rule in Limbo The U.S. Court of Appeals for the Fifth Circuit paused a challenge to the 2024 independent contractor rule, allowing the U.S. Department of Labor time to consider revising or replacing it. For now, the Biden-era rule remains in effect. Visit our site for this week's Other Highlights and links: Subscribe to #WorkforceWednesday: Visit This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers. /episode/index/show/eltw/id/36277745

#WorkforceWednesday: Can the President Fire NLRB Members Without Cause? SCOTUS May Decide 04/16/2025

#WorkforceWednesday: Can the President Fire NLRB Members Without Cause? SCOTUS May Decide With presidential power over independent federal agencies entering uncharted territory, SCOTUS may soon revisit its 1935 Humphrey’s Executor decision, which limits a president’s ability to fire members of independent federal agencies—such as the National Labor Relations Board (NLRB) and the Equal Employment Opportunity Commission—without cause. SCOTUS could choose to: reaffirm Humphrey’s Executor, overturn the case entirely (potentially politicizing agency functions), or define “for cause” and allow terminations only under stringent circumstances. Former Acting Attorney General of the United States and Epstein Becker Green attorney explores how a shift in this precedent could impact employers, industries, and the balance of federal power. Visit our site for this week's Other Highlights and links: Subscribe to #WorkforceWednesday: Visit This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers. /episode/index/show/eltw/id/36187060

#WorkforceWednesday: Artificial Intelligence Regulations for Employers 04/09/2025

#WorkforceWednesday: EEOC/DOJ Joint DEI Guidance, EEOC Letters to Law Firms, OFCCP Retroactive DEI Enforcement 04/02/2025

#WorkforceWednesday: EEOC/DOJ Joint DEI Guidance, EEOC Letters to Law Firms, OFCCP Retroactive DEI Enforcement This week, we highlight new guidance from the Equal Employment Opportunity Commission (EEOC) and Department of Justice (DOJ) on diversity, equity, and inclusion (DEI)-related discrimination. We also examine the Acting EEOC Chair’s letters to 20 law firms regarding their DEI practices, as well as the Office of Federal Contract Compliance Programs (OFCCP) Director’s orders to retroactively investigate affirmative action plans. EEOC and DOJ Warn DEI Policies Could Violate Title VII The EEOC and the DOJ on discrimination in DEI policies at work, warning that these policies could violate Title VII of the Civil Rights Act of 1964. Although the guidance does not define DEI, it provides clarity on the EEOC’s focus moving forward. Acting EEOC Chair Targets Law Firms Acting Chair Andrea Lucas sent letters to 20 law firms warning that their employment policies intended to boost DEI may be illegal. OFCCP Plans Retroactive DEI Enforcement A leaked internal email obtained by The Wall Street Journal reveals that newly appointed OFCCP Director Catherine Eschbach has ordered a review of affirmative action plans submitted by federal contractors during the prior administration. These reviews will be used to help determine whether a federal contractor should be investigated for discriminatory DEI practices. - Visit our site for this week's Other Highlights and links: Subscribe to #WorkforceWednesday: Visit This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers. /episode/index/show/eltw/id/35974380

Employment Law This Week Podcast

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