New England Biz Law Update

A bill pending in the Massachusetts Legislature could significantly shift wage-and-hour enforcement by granting private individuals, labor unions, and nonprofits the right to sue employers for alleged violations on behalf of the state.

A Los Angeles judge has given final approval to a class‑action settlement resolving claims that women in middle management roles at Disney were paid less than male peers, passed over for promotions, and assigned extra work without equivalent compensation under California’s Equal Pay Act.

A former employee at the U.S. Equal Employment Opportunity Commission (EEOC) has filed a formal charge claiming a hostile work environment due to transgender bias.

The Federal Trade Commission (FTC) has issued warning letters to several hospital systems and staffing firms over the use of non-compete clauses in employment agreements.

The U.S. Department of Labor (DOL) has released its latest regulatory agenda, highlighting a series of proposed and pending rules that could significantly affect employers in the coming year.

A recently enacted Massachusetts law that provides immunity to nonprofit institutions of higher education from certain state Wage Act claims does not offend due process when applied retroactively to bar a lecturer’s putative class action against Boston University over the alleged late payment of her salary, a U.S. District Court judge has found.

In a recent decision, the 6th U.S. Circuit Court of Appeals broke from the Equal Employment Opportunity Commission (EEOC) and most other federal circuits on the question of when an employer can be held responsible for harassment committed by a client or customer.

The U.S. Department of Homeland Security (DHS) has launched a new compliance tool: the E-Verify Status Change Report.

Attorney General Pam Bondi has issued a nine-page memorandum clarifying how federal antidiscrimination laws apply to diversity, equity, and inclusion (DEI) programs.

Rhode Island has made history as the first state in the nation to require employers to provide workplace accommodations for employees experiencing menopause and related medical conditions.