Many companies treat the annual EEO-1 filing requirement with, let’s say, some lack of urgency and, historically, there has been little to no consequence for failing to file the EEO-1 form. But a recent press release from the Equal Employment
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As one of the first law firms in the country devoted exclusively to the representation of management in labor and employment matters, Shawe Rosenthal LLP represents employers throughout the United States in federal and state courts and arbitral forums, as well as before the Equal Employment Opportunity Commission, the National Labor Relations Board, the Department of Labor, and other administrative agencies. Our clients range from Fortune 100 companies to smaller businesses and non-profits in a wide range of industries. Our firm’s practice includes both litigation and preventive measures. We place great emphasis on providing effective and efficient advocacy, responsive client service, and sound practical advice.
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Shawe Rosenthal Blogs
Latest from Shawe Rosenthal
General Counsel Abruzzo’s Latest Memorandum Encourages a Further Expansion of Remedies for Employees
On April 8, National Labor Relations Board (NLRB) General Counsel Jennifer Abruzzo issued GC Memo 24-04, providing yet another memorandum broadening remedies for employees that have been wrongfully discharged for engaging in union or other protected concerted activity. In this…
The DOL’s AI Principles for Employers – An Emphasis on Worker Rights
By Fiona W. Ong
On May 16, 2024, the U.S. Department of Labor issued principles for employers (and developers) on the use of AI in the workplace. And unsurprisingly, given the Biden Administration’s pro-worker approach to employment issues, the “North Star” of these principles…
No, the Solar Eclipse Is Not a Good Reason to Skip a Deposition
By Fiona W. Ong
Last month, many of us took a few moments out of our day to view the solar eclipse (with the proper eyewear, of course – which made me wonder about the workers’ compensation liability for eye injuries incurred from deficient…
The EEOC’s New Harassment Guidance: What Employers Need to Know
By Fiona W. Ong & Evan Conder
On April 29, 2024, the Equal Employment Opportunity Commission issued its long-promised Enforcement Guidance on Harassment in the Workplace. The document updates and replaces existing EEOC resources on workplace harassment and unsurprisingly (under this pro-worker administration) takes a very…
FTC Bans Nearly All Non-Compete Agreements – For Now…
On April 23, 2024, the Federal Trade Commission (FTC) voted 3-2 to issue a Final Rule banning nearly all non-compete clauses in employment agreements nationwide. As set forth in the FTC’s fact sheet, non-compete provisions are “an unfair method…
DOL Significantly Increases Salary Threshold for Overtime Eligibility
On Tuesday, April 23, 2024, the United States Department of Labor (DOL) released a final rule raising the salary thresholds to qualify for overtime exemptions under the Fair Labor Standards Act (FLSA). The rule will become effective on July 1,…
Supreme Court Lowers the Bar for Title VII Discrimination Claims
By Fiona W. Ong
The U.S. Supreme Court, in a unanimous decision, has ruled that adverse employment actions need not be “significant” in order to constitute a violation of Title VII’s prohibition against discrimination. This ruling undercuts decades of court decisions that applied a…
The EEOC Releases Onerous Final Rule Implementing the Pregnant Workers Fairness Act
By Fiona W. Ong
On April 15, 2024, the Equal Employment Opportunity Commission (EEOC) issued a Final Rule and Interpretive Guidance to implement the relatively new Pregnant Workers Fairness Act (PWFA), which was enacted by Congress in December of 2022 and which already took…
New Employment Laws in Maryland – Changes to Paid Family and Medical Leave Insurance, Wage Range Posting Requirements, New Discrimination Protections and More (and a Webinar!)
The Maryland General Assembly’s 2024 session ended at midnight on Monday, April 8. A number of employment bills that were passed will have a significant impact on employers, including another delay to the forthcoming paid family and medical leave insurance…