New England Biz Law Update

Operators of an Oklahoma medical clinic have agreed to pay $90,000 and implement policy changes to settle a pregnancy and disability discrimination lawsuit brought by the U.S. Equal Employment Opportunity Commission.

The National Labor Relations Board has ruled that a waste management company is a joint employer of workers supplied by a staffing agency, reaffirming its 2015 decision after more than a decade of litigation. The Browning-Ferris decision follows instructions from ...

The U.S. Department of Labor has issued new opinion letters addressing several recurring questions under the Fair Labor Standards Act, offering employers additional guidance on employee classification and overtime exemptions.

The U.S. Equal Employment Opportunity Commission has filed a lawsuit alleging that Coca-Cola Beverages Northeast violated federal civil rights law by excluding male employees from a company-sponsored networking event.

The U.S. Equal Employment Opportunity Commission has filed a subpoena enforcement action in federal court seeking to compel Nike, Inc. to produce documents as part of a systemic discrimination investigation.

The 1st U.S. Circuit Court of Appeals has reversed the dismissal of religious discrimination and retaliation claims brought by two former Hasbro managers who resigned after the company denied their requests for religious exemptions from its COVID-19 vaccination policy.

A Utah jury has awarded a former human resources worker more than $5 million after finding that her former employer retaliated against her for raising workplace concerns.

The 3rd U.S. Circuit Court of Appeals has issued a decision interpreting Pennsylvania’s fair-chance hiring law, clarifying how employers must apply the state statute when considering criminal history in employment decisions.

A federal district court has ruled that the Trump administration may impose a new $100,000 fee on certain H-1B visa petitions filed after September 21, 2025.

The HR software provider Workday has asked a federal court to dismiss disparate impact age bias claims brought by job applicants, arguing that the Age Discrimination in Employment Act (ADEA) does not authorize such claims by applicants who have not been hired.