Approximately a month after the Board issued McLaren Macomb, 372 NLRB No. 58, which left employers scrambling to decipher its unclear impact on both unionized and non-unionized workplaces, Jennifer Abruzzo, the General Counsel (“GC”) of the National Labor Relations Board (“NLRB” or “Board”) released guidance outlining her views on the decision’s implications and meaning in Memorandum GC 23-05 on March 22, 2023. The GC’s Memo contains an FAQ in response to inquiries the NLRB has received about the McLaren Macomb decision and outlines Abruzzo’s plans for enforcement of the decision.

Continue Reading NLRB GC’s <em>McLaren Macomb</em> Memo Provides Murky and Ominous Guidance on Board’s Prohibitions on Non-Disparagement and Non-Disclosure Provisions

The U.S. Department of Labor (DOL) recently published new resources regarding the Providing Urgent Maternal Protections for Nursing Mothers Act (PUMP Act). As we previously explained in detail, the PUMP Act amended the Fair Labor Standards Act (FLSA) to mandate that, unless an employer is specifically exempted under the law, the employer must provide reasonable break time to allow an employee to express breast milk, and must permit the employee to do so in a reasonably private location other than a bathroom.

Continue Reading New Guidance on Federal Protections for Pregnant and Nursing Workers
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As featured in #WorkforceWednesday:  This week, we’re taking a closer look at ChatGPT, exploring the opportunities and risks associated with this artificial intelligence (AI) technology, and providing valuable insights for employers who are looking to stay ahead of the curve:

ChatGPT is set to become the next big thing for employers and beyond. What potential issues should employers be aware of? Epstein Becker Green attorney Brian G. Cesaratto explains how critical it is for employers to think through the workplace-related risks.

Continue Reading <em>Video:</em> What Employers Should Know About ChatGPT – <em>Employment Law This Week</em>
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As featured in #WorkforceWednesday:  This week, we bring you our special Spilling Secrets podcast series on the future of non-compete and trade secrets law:

The 2023 Academy Awards are over, but we’re keeping the awards season alive with our very own Trade Secrets Fail Awards, highlighting Hollywood’s biggest missteps in depicting trade secret issues on-screen.

Panelists Peter A. Steinmeyer, Katherine G. Rigby, A. Millie Warner, and Daniel R. Levy discuss their picks for the worst trade secret theft and misappropriation in the movies and on television.

Continue Reading <em>Podcast:</em> Trade Secrets on Film and TV – <em>Employment Law This Week</em>

On March 8, 2023, the Michigan Legislature passed Senate Bill 4, amending the Elliott Larsen Civil Rights Act (ELCRA), and adding protections for individuals based on their sexual orientation, gender identity or expression.  Codifying the Michigan Supreme Court’s 2022 decision in Rouch World v MI Department of Civil Rights, which held that discrimination on the basis of sexual orientation constitutes a violation of ELCRA as currently written, the amendment makes Michigan the 24th state to incorporate provisions for safeguarding individuals based on sexual orientation.  The amendment, however, goes one step further to add protections for “gender identity or expression.”

Continue Reading Michigan Becomes 24th State to Protect LGBQT+ Employees Under Civil Rights Law
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The U.S. Equal Employment Opportunity Commission (EEOC) recently published updated guidance titled, “Hearing Disabilities in the Workplace and the Americans with Disabilities Act” (the Guidance), explaining how the Americans with Disabilities Act (ADA) applies to job applicants and employees with hearing disabilities.  The Guidance provides several new and updated examples regarding medical information employers may request and use, and reasonable accommodations for hearing disabilities that reflect technological and medical advancements since the EEOC issued its initial guidance in 2014.

Continue Reading Updated EEOC Guidance Highlights ADA’s Impact on Employees with Hearing Disabilities
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As featured in #WorkforceWednesday:  This week, we’re highlighting the National Labor Relations Board’s (NLRB’s) crackdown on confidentiality and non-disparagement provisions in severance agreements, a U.S. Supreme Court decision opening overtime to high-earning daily-rate workers, and a U.S. Court of Appeals for the Ninth Circuit decision in favor of mandatory arbitration in California.

Continue Reading <em>Video:</em> NLRB Focuses on Severance Agreements, Supreme Court Opens Overtime to HCEs, Ninth Circuit Rejects CA’s Mandatory Arbitration Ban – <em>Employment Law This Week</em>

Amendments to the pending New York State law requiring employers to advertise salary ranges were signed into law by Governor Kathy Hochul on March 3, 2023.  The salary transparency law with the amendments (which we previously summarized here) will become effective on September 17, 2023.

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As featured in #WorkforceWednesday:  This week, we’re mapping out how Local Law 144 applies to every employer with employees in New York City using artificial intelligence (AI), machine learning, or a similar computational process to screen candidates for employment or employees for promotion within the city.

Continue Reading <em>Video:</em> New York City Employers Prepare for AI Bias Law – <em>Employment Law This Week</em>

As we previously reported, the US Department of Labor, Office of Federal Contract Compliance Programs (“OFCCP”) announced back in August 2022, that it had received a Freedom of Information Act (“FOIA”) request from the Center for Investigative Reporting (“CIR”), for any and all Type 2 Consolidated EEO-1 Reports for 2016-2020 (“Consolidated Reports”) filed by federal contractors (“Covered Contractors”).  In response to the request, OFCCP has provided Covered Contractors with the opportunity to object to the release of the Reports and on February 15 extended the deadline for objections to March 3, 2023.  

Continue Reading Disclosure List of Federal Contractor EEO-1 Reports Posted – Deadline to Object Extended to March 3, 2023, Including for First-Time Objectors