In the absence of federal regulation, several states have either passed or are considering legislation aimed at mitigating the risk of an employer’s use of an AI system resulting in algorithmic discrimination.
2024 was quite a year in unfair competition and trade secrets law, with the Federal Trade Commission’s final rule on non-competes garnering widespread mainstream media attention.
On December 10, 2024, the National Labor Relations Board issued a decision reinstating its prior standard for determining whether a union has contractually waived its right to bargain over changes to terms and conditions of employment.
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.
Construction contractors and subcontractors should work with their Human Resources (HR) team and experienced counsel to understand their obligations and their current electronic recordkeeping systems and develop a plan to submit monthly reports.
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.”
The recent NLRB decision finding that mandatory employer meetings involving unionization discussions are unlawful includes other points that will affect employers.
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.
