Workforce Bulletin

As another busy year for our Employment, Labor & Workforce Management clients came to a close, we asked our attorneys what issues were top of mind for our nationwide clients in 2025.

The results of this informal survey provide the opportunity not only to reflect on the challenges confronted by the global organizations we are privileged to represent, but also to prepare for what the legal landscape might hold in 2026. 

Meet Jill Bigler, a dynamic employment attorney who blends litigation experience with practical insights to guide clients through complex workplace challenges.

In this one-on-one interview, Jill joins fellow Epstein Becker Green attorney George Whipple to discuss how her litigation background shapes her approach to drafting agreements and counseling clients. Drawing on her courtroom experience, Jill shares how she helps businesses anticipate outcomes, navigate such gray areas as Americans with Disabilities Act accommodations, and make informed decisions that balance legal risks with business objectives.

Jill also opens up about the emotional side of employment law, offering strategies for managing tensions between employers and employees. From leveraging mediation to resolve disputes, to helping clients separate emotions from business decisions, Jill’s approach emphasizes empathy, collaboration, and a clear-eyed strategy.

With a career rooted in practical problem-solving and a commitment to client success, Jill’s insights offer valuable guidance for navigating the ever-evolving landscape of employment law.

In employment litigation, plaintiffs often rely on the “cat’s paw” doctrine to hold their employers liable for discriminatory or retaliatory animus of a supervisory employee who influenced, but did not make, the ultimate employment decision.  On August 29, 2016, the United States Court of Appeals for the Second Circuit, in Vasquez v. Empress Ambulance Service, Inc., greatly extended the reach of the “cat’s paw,” holding that the doctrine could be applied to hold an employer liable for an adverse employment decision that was influenced by the discriminatory or ...