On the recent 34th anniversary of the ADA, the EEOC and DOJ issued an announcement affirming the agencies’ “Commitment to Technological Equity for People with Disabilities.”
Employers now have an enhanced ability to challenge OSHA’s most broadly-enforced regulations, such as the agency’s widely-cited General Duty Clause to issue violations in the absence of a specific standard.
This Littler Lightbulb highlights some of the more significant employment law developments at the U.S. Supreme Court and federal courts of appeal in the last month.
On July 3, 2024, the U.S. District Court for the Northern District of Texas issued a limited stay and preliminary injunction of the FTC’s final rule that would render almost all non-compete agreements, with very limited exceptions, unenforceable.
On July 2, 2024, OSHA released the text of its highly anticipated proposed standard that, if finalized, would create the first federal standard aimed at protecting workers from exposure to heat hazards in the workplace, whether indoors or outdoors.
At the end of its 2024 term, the U.S. Supreme Court handed down four decisions limiting the power of federal agencies. While none of those decisions involved a labor and employment agency, all of them could transform labor and employment law.
A Texas federal court has issued a limited injunction of the DOL’s new rule increasing the minimum salary that certain executive, administrative, and professional employees must be paid to qualify for the so-called “white-collar” exemption under the FLSA.
On Friday, June 28, the U.S. Supreme Court overruled Chevron, USA Inc. v. Natural Resources Defense Council. Chevron often required courts to defer to federal agencies when those agencies were interpreting statutes they administer.
This Annual Report on EEOC Developments—Fiscal Year 2023, our thirteenth annual publication, is designed as a comprehensive guide to significant Equal Employment Opportunity Commission developments over the past fiscal year.
