Labor & Employment Developments Blog

On June 5, 2025, the Supreme Court lowered the bar for majority-group plaintiffs – ruling they are not required to meet a higher standard to bring reverse discrimination claims. The Supreme Court unanimously ruled in Ames v. Ohio Dept. of Youth Servs. that members of majority groups alleging employment discrimination under Title VII need not meet a higher evidentiary standard. This decision invalidates the “background circumstances” rule previously applied by the Sixth Circuit, which required that majority-group plaintiffs demonstrate specific evidence suggesting their employer is an unusual employer who discriminates against the majority.

On March 17, 2025, Equal Employment Opportunity Commission (“EEOC”) Acting Chair, Andrea Lucas, sent letters to 20 large law firms requesting information concerning each firm’s diversity, equity, and inclusion (“DEI”) related employment practices.   These letters follow a March 6 executive order issued by President Trump which directed the EEOC to look at “large, influential, or industry leading law firms” for “compliance with race-based and sex-based non-discrimination laws.”

The Department of Labor (DOL) announced on April 23, 2024, a final rule that expands the compensation threshold for exemption eligibility under the Fair Labor Standards Act (FLSA). On July 1, 2024, most salaried workers who earn less than $43,888 per year will become eligible for overtime pay under the final rule, which increases the salary threshold from $35,568 to $43,888 per year. This threshold will increase again on January 1, 2025 to $58,656 per year.

Yesterday, the Federal Trade Commission (“FTC”) announced its long-anticipated final rule finding that the vast majority of non-compete agreements constitute unfair methods of competition, and are thus invalid. An estimated 30 million employees are covered by non-compete agreements, representing nearly one in five U.S. workers. Thus, this announced rule has the potential to significantly impact the labor market, as well as cause a shift in employers’ business strategies.

In general, a whistleblower is someone who reports illegal, immoral or unethical behavior that is going on inside an organization. The reason why we in the employment law world care about this is because there are a great many laws that protect employees who “blow the whistle” on their employers. 

There are several common misperceptions about employment law that seem to persist over time - employment law myths if you will. In this episode, 5 common employment law myths are exploded.

While the OSHA Emergency Temporary Standard mandating vaccines for employers with over 100 employees has dominated the news, there are two other federal mandates that impact many employers: the federal contractor rule issued via executive orders and the Centers for Medicare & Medicaid Services (CMS) Rule applicable to medicare and medicaid recipients. In this episode, the current status of these rules will be discussed along with some thoughts on what employers should be doing right now to comply or prepare to comply with the rules.

Attorney Mark Chumley provides practical insights into the challenges facing businesses today. Employment at-will is the default rule in almost every state. Where did it come from, what does it mean and what does it do for employers today?

Attorney Mark Chumley provides practical insights into the challenges facing businesses today. You've probably heard about COVID-19 immunity laws being passed but how much protection do they really provide for employers?  Also, did you ever wonder where the phrase "You're fired" came from?

Attorney Mark Chumley provides practical insights into the challenges facing businesses today. If you are planning a reduction in force (RIF) in the current business and legal environment, there are several factors to be considered.