Employment Law and Labour Law

The Treasury Department and IRS have introduced a new standardized framework for direct rollovers between retirement plans and IRAs, featuring a five-step process with sample forms designed to simplify what has historically been a fragmented and paper-heavy system. While adoption remains voluntary and no formal safe harbor exists yet, this initiative addresses longstanding inefficiencies in rollover procedures that have caused participant confusion and delays.

The Treasury Department and IRS have issued proposed regulations updating minimum funding rules for single-employer defined benefit pension plans under Internal Revenue Code section 430. These regulations implement statutory changes from WRERA, the SECURE Act, and SECURE 2.0 while addressing technical issues that have emerged since the existing regulations were established.

A Georgia federal district court has granted preliminary approval to a $47.7 million class action settlement resolving a decade-long dispute between NCR Corp. and approximately 189 former executives. The case centers on allegations that the software company breached its contractual obligation to provide lifetime annuity payments to retired executives...

Federal contractors face increasing scrutiny over workforce equity and employment practices. A proactive Workforce Diagnostic Analysis offers a data-driven approach to examine hiring, promotions, compensation, and other employment outcomes before potential disparities become compliance concerns or trigger government investigations.

The revocation of Executive Order 11246 transformed federal contractor compliance, but enforcement risk remains very much alive. While OFCCP has ceased its investigative activities, the EEOC continues aggressive Title VII enforcement with recent settlements totaling millions of dollars. Federal contractors now face a complex enforcement landscape where discrimination claims can arise from multiple directions including EEOC actions, employee complaints, and new federal contract requirements.

The EEOC has officially adopted its Strategic Plan for Fiscal Years 2026-2030, establishing an institutional framework that will guide the agency's enforcement, outreach, and internal operations through the end of the decade. This comprehensive plan sets forth three strategic goals with seventeen performance measures, revealing how the agency intends to allocate resources, measure success, and hold itself accountable while maintaining a 90% litigation win rate and expanding its systemic enforcement program.

On June 29, 2026, the New Jersey Appellate Division issued an important decision in Martinez v. T. Slack Environmental Services, Inc., Docket No. A-1008-24, addressing representative wage-and-hour actions and the applicable statutes of limitations under New Jersey’s Wage and Hour Law (WHL), Prevailing Wage Act (PWA) and Earned Sick Leave Law (ESLL).

The revocation of Executive Order 11246 transformed federal contractor compliance, but enforcement risk remains very much alive. While OFCCP has ceased its investigative activities, the EEOC continues aggressive Title VII enforcement with recent settlements totaling millions of dollars. Federal contractors now face a complex enforcement landscape where discrimination claims can arise from multiple directions including EEOC actions, employee complaints, and new federal contract requirements.

Employee restrictive covenants like noncompetes and nonsolicitation agreements are essential tools for protecting business interests, but courts increasingly scrutinize them for overreach. This analysis identifies ten critical drafting flaws that can render these agreements unenforceable, from violating the "janitor rule" to failing state-specific procedural requirements, leaving businesses vulnerable when key employees depart.

On June 29, 2026, the New Jersey Appellate Division issued an important decision in Martinez v. T. Slack Environmental Services, Inc., Docket No. A-1008-24, addressing representative wage-and-hour actions and the applicable statutes of limitations under New Jersey’s Wage and Hour Law (WHL), Prevailing Wage Act (PWA) and Earned Sick Leave Law (ESLL).

On Aug. 30, AB-1883 received final legislative approval and now heads to California Governor Gavin Newsom for signature or veto. If enacted, AB-1883 would prohibit employers from using workplace surveillance tools that rely on artificial intelligence (AI) to recognize, infer, or predict an employee’s emotional state, or to collect “neural data.”

Federal contractors face increasing scrutiny over workforce equity and employment practices. A proactive Workforce Diagnostic Analysis offers a data-driven approach to examine hiring, promotions, compensation, and other employment outcomes before potential disparities become compliance concerns or trigger government investigations.