New England Biz Law Update

The EEOC has withdrawn a key allegation in a lawsuit claiming that a company’s AI-based hiring tool caused disparate impact discrimination against older job applicants.

A proposed IRS program aimed at modernizing how businesses report employee tips is drawing fire from labor groups, particularly in the hospitality and service sectors.

Two major H‑1B developments could reshape how employers approach high-skilled immigration this fall.

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.

Imagine rolling out a generative AI chatbot for your customer service platform to improve response times and efficiency and to lower costs. While it appears promising for a while, it all grinds to a halt when the chatbot recommends illegal return policies or offers inaccurate safety advice on regulated products or even misrepresents the company’s obligations.

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.