New England Biz Law Update

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.

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.