The U.S. Supreme Court unanimously ruled last week that employers do not face an unusually high standard to prove exemptions under wage and overtime laws, ending the Fourth Circuit’s stricter approach for employers in five Southeastern and mid-Atlantic states.
2025 Employment Law Briefings
Sexual Harassment Claims Strike Hollywood Again: Key Takeaways for HR Professionals
The entertainment industry, often credited for sparking the cultural “#MeToo” movement, is yet again faced with allegations of sexual harassment, this time from “It Ends With Us” star Blake Lively.
Labor Law Changes in the Federal New Administration
Given the President’s control over the Executive Branch of the federal government, including the Department of Labor and National Labor Relations Board, the upcoming change in the Oval office will bring acute change to federal labor law. Employment and labor attorney La Keisha Butler discusses potential changes at the EEOC and DOL that employers should be aware of.
Maynard Nexsen Elevates Nine Attorneys to Shareholder
Seventeen Maynard Nexsen Attorneys Listed in 2025 Legal Elite of North Carolina
Maynard Nexsen Supports Path Makers Legacy Plaza at University of Alabama School of Law
South Carolina Healthcare Reform in 2025
Why Employers Should Consider Implementing an AI Policy and How to Do It
Employers across industries can benefit from a proactive and controlled approach to AI utilization.
Federal Trade Commission’s Non-Compete Rule Update
Labor and employment attorney Mitchell Greggs discusses the latest news regarding the FTC’s Non-Compete Rule and how employers can navigate the changing developments.
Maynard Nexsen Welcomes SCOTUS Clerk Back to the Firm
Who is Lori Chavez-DeRemer, President-elect Trump’s Pick for Secretary of Labor?
FLSA Salary Rule Struck Down
A Texas District Court in State of Texas v. U.S. Dep’t of Labor, struck down the U.S. Department of Labor (DOL) 2024 Final Overtime Rule, which revised the minimum salary requirement for the executive, administrative, and professional overtime exemptions (EAP Exemptions) and the highly compensated employee exemption (HCE Exemption) under the Fair Labor Standards Act (FLSA).
NLRB Expands Definition of “Unlawful Communication” to Employees Concerning Effects of Unionization on Employer-Employee Relationship
On November 8, 2024, the National Labor Relations Board (“NLRB” or the “Board”) ruled that employers can no longer broadly warn employees that unionizing may strain or negatively impact their direct relationship with management.[1] In doing so, the Board overturned over forty years of precedent, set by Tri-Cast, Inc., 274 NLRB 377 (1985), in which the Board deemed “categorically lawful” nearly any statement from employer to employee concerning the impact that unionization would have on individual employer-employee relationships.