07-09-2026

Employer Insight: In June 2026, the U.S. Supreme Court handed down two decisions regarding the power of a U.S. president to fire federal employees. The Court held that the president may remove most agency staff at will. A recent piece in the Harvard Business Review (HBR) suggests that these decisions could cause employers to see less certainty and consistency in the regulated aspects of their businesses across presidencies.

07-07-2026

Virginia Employers Face Slew of New Laws Employer Insight: Virginia has passed multiple new laws expanding employers’ obligations in the state. Here are some highlights.

07-02-2026

According to a recent Colorado Supreme Court decision, Colorado employees have the right to self-defense in the workplace, irrespective of their employer’s policies.

07-01-2026

Your monthly digest that highlights key articles, insights, and headlines for a quick look at the latest developments in workplace and employment law news. In June, we reported on the rapidly evolving intersection of employment law, workplace culture, technology, and risk management.

07-01-2026

Employer Insight: A group of Emory University Law clinic students petitioned the Supreme Court to consider a case challenging the federal judiciary’s lack of workplace protections for its 30,000 employees, including interns, clerks, probation officers, and public defenders. Among the numerous requests that Emory’s Supreme Court Advocacy Program received to pursue claims, this case was considered priority.

06-25-2026

Employer Insight: The EEOC published its new National Enforcement Plan (NEP), providing a roadmap for its investigative priorities over the next few years. The NEP replaces the previous one for the years 2024-2028.

06-23-2026

In a discovery motion before it, a Texas state judge reviewed ChatGPT “conversations” with the plaintiff’s principal, a non-lawyer, in Tate Group Automotive v. Legacy Automotive Capital. The plaintiff did not produce the conversations in discovery, claiming they qualified as attorney work product.

06-18-2026

Teaser

06-17-2026

In its opinion, the DOJ stated Title VII “guarantees equal treatment, not equal outcomes.” A disparate impact claim argues that the impact of facially neutral employment policies and practices is discriminatory. It does not consider the employer’s intent.