Maynard Nexsen Receives Top Honors in Chambers and Partners 2026 Rankings
Maynard Nexsen Expands Dallas Office with Key Additions and StrategicRelocation
Alice Harris and Gaines Brake Quoted in McKnights on Preventing ImposterHealth Care Hires
Five Maynard Nexsen Attorneys Selected as 2026 SCBIZ Leaders in Law
2026 Employment Law Briefings
Maynard Nexsen Welcomes Tax Law Leader to Charlotte
Judy Lam Named 2026 Fellow of the American College of Real Estate Lawyers
Law.com Highlights Christin Carey’s Addition to Maynard Nexsen
13 Maynard Nexsen Attorneys Listed In 2026 South Carolina Super Lawyers
You Got Served – Now What? An Employer’s Primer on Wage Garnishment Notices and Orders
Employers are surprised when they receive notice to withhold wages or a Writ of Garnishment. Wage garnishments occur more often than you think. In fact, data show that wage garnishments are on the rise. Therefore, it is imperative for employers to know how to respond to withholding notices or orders.
DOL Announces New Proposed Guidance for Joint Employer Liability Under the FLSA, FMLA, AND MSPA
On April 22, 2026, the U.S. Department of Labor Wage and Hour Division issued a Notice of Proposed Rulemaking, setting forth new standards for determining joint employer status under the Fair Labor Standards Act (FLSA), the Family Medical Leave Act (FMLA), and the Migrant Seasonal Agricultural Workers Protection Act (MSPA).
Employment Trends Impacting the Financial Services Industry with Matthew Penfield of Maynard Nexsen
Employment Trends Impacting the Financial Services Industry with Matthew Penfield of Maynard Nexsen
Emerging Liability for AI-Driven Hiring Tools: Key Developments in Mobley v. Workday, Inc.
Employers using artificial intelligence (AI) in hiring and talent acquisition should be aware of Derek L. Mobley v. Workday, Inc., Case No. 3:23-cv-00770-RFL, a case currently pending in the Northern District of California. This litigation tests the boundaries of traditional employment discrimination statutes in the context of AI decision-making and raises novel questions about the viability of class and collective actions targeting AI-based applicant screening tools. Recent developments, including conditional certification of an age-based collective, have allowed plaintiffs to advance claims that algorithmic hiring systems can violate Title VII, the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADA), and the California Fair Employment and Housing Act (FEHA).