The NLRB’s Quorum is Back – What Can Employers Expect?
Archives for December 28, 2025
Thryv Remedies: Supreme Court Review Sought – What Employers Should Do Now
Thryv Remedies: Supreme Court Review Sought – What Employers Should Do Now
Employers are facing a rapidly evolving legal landscape as courts tackle the National Labor Relations Board’s controversial Thryv decision.1 This ruling, issued in 2022, expanded remedies for unfair labor practices involving discriminatory terminations beyond traditional back pay and
Philadelphia Expands Workplace Protections for Menstruation and Menopause Symptoms
On November 20, 2025, the Philadelphia City Council amended the Philadelphia Fair Practices Ordinance (PFPO) to prohibit discrimination against employees based on menstruation, perimenopause, and menopause. Starting January 1, 2027, Philadelphia employers must, upon request, provide reasonable accommodations “for needs related to menstruation, perimenopause, or menopause, if the symptoms of menstruation, perimenopause, or menopause substantially… Continue Reading
Illinois’ Draft AI Notice Regulations: What Employers Need to Know
As artificial intelligence (AI) becomes more widely used in hiring and employment decisions, Illinois has taken a significant step to regulate how employers must inform workers about AI’s use. Effective January 1, 2026, House Bill 3773 amended the Illinois Human Rights Act (IHRA) to require, among other things, employer notice when AI influences or facilitates…
As Artificial Intelligence Becomes More Self-Regulated on Federal Level, Employers Must Ensure Compliance with State & Local Laws
Join Me for My Annual FMLA & ADA Master Class: The 2026 Edition!
Today is my birthday! Yay for me!
To celebrate, I am inviting you to a five-day FMLA & ADA Party!
This ain’t no joke. Join me for five days (13-hours!) at an interactive master class that will have you singing FMLA and ADA from the mountaintops!
What’s in Store?
Think case studies, real-world
How Remote Work Exposed Weaknesses In Corporate Leadership
New Jersey Adopts New Rules Clarifying and Reinforcing Disparate Impact Liability
On December 15, 2025, the New Jersey Division on Civil Rights (DCR) issued new comprehensive rules that codify and reinforce disparate impact liability under the New Jersey Law Against Discrimination (LAD) in employment and other contexts. The rules, which aim to codify existing case law in New Jersey, come as
Are Employers Ready for February 22, 2026? New York City Expands Safe and Sick Leave Law Once Again
On October 25, 2025, the New York City Council again amended the New York City Earned Safe and Sick Time Act (ESSTA), primarily to: (1) increase the amount of leave and qualifying reasons under the ESSTA; and (2) narrow employer obligations under New York City’s Temporary Schedule Change Law (TSCL) in response to the ESSTA’s expanded coverage. These amendments go into effect on February 22, 2026, and significantly alter employers’ obligations under both laws.
New York Governor Signs Ban on Worker ‘Stay or Pay’ Requirements
On December 19, 2025, New York Governor Kathy Hochul signed a bill into law that prohibits certain “stay or pay” agreements that require employees to repay their employer for specific training costs if the employee leaves before a specified period. The law took effect immediately.
How To Negotiate Your Year-End Bonus (and Handle A Low One)
California Supreme Court Cases Employers Should Watch in 2026
Several employment-related cases are currently pending before the California Supreme Court, and their outcomes could have a significant impact on workplace policies and risk management for employers and HR professionals. Fuentes v. Empire Nissan, Inc. This case addresses whether a form arbitration agreement required as a condition of employment is unenforceable due to unconscionability. The… Continue Reading
Instead Of Resolutions This Year, Rewrite Your Career Narrative
Before setting new goals, use the end of the year to pause and reflect on the career story you’re telling and whether it still fits where you want to go next.