On May 7, 2026, House Bill 1034 was signed into law, officially enacting the first general employment noncompete statute in the state of Tennessee. HB 1034 became effective July 1, 2026. Because certain violations could void noncompete agreements, it is imperative for Tennessee employers to familiarize themselves with the statute’s new ...
By a 2-1 vote, on July 21, 2026, the U.S. Equal Employment Opportunity Commission (EEOC) voted to issue a proposed rule to rescind the requirement for employers to file annual EEO-1, EEO-2, EEO-3, EEO-4, EEO-5, and EEO-6 reports and the related recordkeeping requirements. The EEOC has determined that the reports, which summarize aggregate data on ...
Most employers are familiar with the Occupational Safety and Health Administration (OSHA) and its enforcement of workplace safety standards. However, many employers overlook their recordkeeping obligations under the Occupational Safety and Health Act of 1970. Employers must maintain records of certain workplace-related injuries and ...
In June of 2026, the U.S. House of Representatives passed the Faster Labor Contracts Act with bipartisan support in a 230-193 vote. This has monumental importance to those companies that are not currently organized (unionized).
On June 9, 2026, the U.S. Department of Justice Office of Legal Counsel announced the issuance of a slip opinion to the Equal Employment Opportunity Commission (EEOC) regarding disparate impact liability. The slip opinion holds that the EEOC’s guidelines on disparate impact liability under Title VII of the Civil Rights Act could lead to employer ...
Since the beginning of 2026, the United States Department of Labor (DOL) has issued a slew of opinion letters. In this space, we often comment and provide guidance on those letters. With that said, it is important to remember that DOL Opinion Letters are not binding federal law.
On May 28, 2026, the U.S. Department of Labor (DOL) issued four new opinion letters addressing various issues related to the Fair Labor Standards Act (FLSA). Two of those letters, FSLA 2026-5 and FLSA 2026-7, came to conclusions particularly relevant to most employers.
As the school year draws to a close and some employers turn to workers under the age of eighteen (18) to fill various open roles for the summer and beyond, we note a couple of recent changes by Indiana lawmakers concerning the employment of minors.
Title IX is a statute that many people associate with protections for the students of educational institutions and other recipients of federal funds. Since the aim of the statute is to end and prevent discrimination on the basis of sex, Title IX also protects employees of educational institutions as well. Does this mean that employees of entities ...
The One Big Beautiful Bill Act (OBBBA) provides, among many new legislative changes, a new tax deduction for employees who work overtime hours. In 2025, employees were eligible to deduct up to $12,500 in qualified overtime premiums from their taxable income. This includes overtime required by the Fair Labor Standards Act (FLSA) but does not include ...