The EEOC has issued a new fact sheet, “Wearables in the Workplace: Using Wearable Technologies Under Federal Employment Discrimination Laws,” which provides “pointers” to employers that utilize wearable technologies in their workforce.
The second Trump administration will have significant influence on issues related to AI from January 2025 to January 2029, a critical time for the rapidly evolving AI regulatory environment.
An in-depth discussion with Littler attorneys Maura Mastrony and Jonathan Levine about recent decisions from the National Labor Relations Board that overturned decades of precedent and what employers might expect moving forward.
On November 20, 2024, the Office of Federal Contract Compliance Programs (OFCCP) published a new Corporate Scheduling Announcement List (CSAL) for Supply and Service Contractors designated as “Fiscal Year 2025 Release 1.”
On November 15, 2024, the U.S. District Court for the Eastern District of Texas vacated and set aside the DOL’s final regulation increasing the salary threshold for the “white collar” overtime exemption under the FLSA on a nationwide basis.
The 2024 presidential election was like no other in modern history, and it is clear that across a range of measures the American electorate remains dramatically polarized.
As artificial intelligence (AI) continues to transform the workplace, lawmakers and agencies are grappling with how to regulate its use in employment settings, from hiring practices to employee monitoring.
On October 16, 2024, the DOL published Artificial Intelligence and Worker Well-Being: Principles and Best Practices for Developers and Employers. This document expands upon guidance released in May that focused on eight AI “Principles.”
The DOL announced its AI & Inclusive Hiring Framework website, described as “a new tool designed to support the inclusive use of artificial intelligence in employers’ hiring technology and increase benefits to disabled job seekers.”
