In October 2023, President Biden issued an Executive Order regarding the “Safe, Secure, and Trustworthy Development and Use of Artificial Intelligence” and directed federal agencies to issue guidance on the increased use of Artificial Intelligence (“AI”). With regard to the use of AI in the workplace, the Order directed the U.S. Secretary of Labor to

On April 23, 2024, the federal Department of Labor (“DOL”) issued its final rule on the salary threshold for the executive, administrative, and professional exemptions under the Fair Labor Standards Act.  The rule provides for increases in minimum salary required for these types of employees to qualify as exempt from overtime pay requirements under federal

On April 23, 2024, the Federal Trade Commission (“FTC”) issued a final rule regarding non-compete agreements.  The FTC’s rule operates as an almost complete ban on such agreements. Unless enjoined by a court, the rule will become effective 120 days after its publication in the federal register.

In short, the rule prohibits agreements that directly

Earlier today, the U.S. Supreme Court unanimously held that a plaintiff may sue under Title VII for an alleged discriminatory transfer even when the transfer does not result in a change in title, salary, or benefits. The case—Muldrow v. City of St. Louis—was filed by a police sergeant who alleged that she was

Employers in many jurisdictions across the country are dealing with laws that prohibit adverse actions against employees who use marijuana, whether for recreational or medicinal purposes, away from the workplace and during non-working hours. A recent appellate court decision in one of the more marijuana-friendly states, Connecticut, reassures employers that they do not have to

Last fall, California enacted a new law (SB 553/Labor Code 6401.9) requiring almost all employers to implement a workplace violence prevention plan.  Employers are required to have a plan in place by July 1, 2024.  Cal/OSHA recently published guidance on the requirements as well as a model plan template that employers may use as a

The Equal Employment Opportunity Commission (“EEOC”) collected 2017 and 2018 pay data from employers on the EEO-1 form. The pay data collected, referred to as Component 2, was the subject of controversy because the broad pay bands and job categories render the data essentially meaningless in terms of determining the existence of pay discrimination. In

Many employers use arbitration agreements with their employees as a means of providing a more streamlined process than court actions for resolution of disputes.  Companies using these agreements with California employees need to be aware of a unique California law that allows an employee to move their claims into court if an employer does not

National employers must navigate a maze of state and local paid sick leave laws with different requirements. That maze is especially burdensome for employers in Minnesota, where employers have dealt with local sick leave ordinances in Minneapolis, Saint Paul, Bloomington, and Duluth. Last year, Minnesota passed a statewide paid sick leave law that went into

The minimum wage in Portland, Maine for 2024 is ordinarily $15.00. Due to a unique provision in Portland’s minimum wage law, though, the minimum wage increases to $22.50 for in-person work performed during a declared state of emergency.

On January 11, 2024 at 12:15 p.m., Governor Mills declared a state of emergency due to