New England Biz Law Update

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.

The U.S. Equal Employment Opportunity Commission (EEOC) has voted 2-1 to rescind its 2024 enforcement guidance, which expanded interpretations of workplace protections for LGBTQ workers and individuals seeking reproductive care.

A federal judge has ruled that a former transportation employee may proceed to trial on a retaliation claim under the Family and Medical Leave Act (FMLA), even where the employer believed the employee had misused intermittent leave.

The National Labor Relations Board has issued its first published decision since regaining a quorum, resuming adjudicatory activity after a period of inactivity.

A California-based staffing agency has agreed to pay $185,000 and take other corrective actions to resolve a pregnancy discrimination lawsuit filed by the Equal Employment Opportunity Commission (EEOC).

The 9th U.S. Circuit Court of Appeals has ordered the federal government to produce internal documents related to proposed workforce reductions, siding with labor unions seeking access to planning materials tied to potential layoffs.

A state Superior Court judge has ruled that an instructor at a for-profit commercial truck-driving school was not entitled to overtime pay under the state Wage Act, concluding that the employee qualified as an exempt teaching professional.