Updates
Defining 'DEI-Related Discrimination': Recent Moves by the EEOC Shed Further Light on the Trump Administration's DEI Focus
The Equal Employment Opportunity Commission (EEOC) has been busy in recent weeks in the diversity, equity, and inclusion (DEI) space, offering further insight into practices and programs likely to be scrutinized following President Trump's DEI-related executive order (EO). As Venable previously indicated, that EO focused on what the administration calls "illegal DEI," without clearly defining the programs or practices that might be unlawful.
The Current State of Captive Audience Meetings
Mandatory employer-sponsored meetings, otherwise known as captive audience meetings, sparked significant discussion and legislation these past few months. There are now 12 states that have enacted laws designed to ban or restrict captive audience meetings: Alaska, Connecticut, Hawaii, Illinois, Maine, Minnesota, New Jersey, New York, Oregon, Vermont, Washington, and, most recently, California.
Will Trump Executive Order Banning Transgender Women from Women's Sports Survive Legal Challenges?
On February 5, President Trump signed an executive order (EO) that aims to ban transgender women from participating in women's and girls' sports. This is the fourth order concerning transgender people that Trump has signed since his inauguration, with others relating to gender classification, gender-affirming medical care for minors, and transgender military service. Trump strongly opposed transgender participation in women's sports throughout his campaign, so executive action on the issue was widely expected in the administration's early days.
Three Employment Law Changes Impacting New York Independent Schools
New York independent schools should be aware of several significant developments in state law impacting their employees. Schools should review and update their employee handbooks as necessary to address these changes to the law.
No Fun in the Sun: Maryland Employers Brace for New Heat Stress Standard Enforcement
As the weather warms, Maryland Occupational Safety and Health (MOSH) is set to enforce its new Heat Illness Prevention Standard (the Standard). Under the Standard, Maryland employers will likely need to provide 10-minute breaks every two hours to employees working outdoors or working in facilities without air conditioning for large portions of the summer. On the hottest of days, employers will need to provide 15-minute breaks every hour to employees working outdoors or working in facilities without air conditioning.
Attorney Spotlight
Heather Fox Vickles: One of the things I am passionate about in my practice is helping our clients stay current with the fast-paced changes we are seeing in local, state, and federal employment laws. Particularly for multistate employers, remaining in compliance with this mosaic of laws is a constant challenge. It is very gratifying to partner with our clients to find the path that both ensures compliance and meets their day-to-day business and people needs.
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What legal issues are keeping you up at night?
We are continuing to monitor key trends and significant updates that affect employers across a wide variety of industries. We want to make sure we touch upon issues that are of concern to you. We invite you to take a moment and let us know what you would like to hear more about in this newsletter. Click below to email our team of attorneys.
About the Labor and Employment Group
The national, 40-person Labor and Employment team at Venable provides guidance and support across the full spectrum of workplace dynamics – helping employers control costs, avoid disputes, and defend themselves when litigation arises. As co-editors of this newsletter, Michael Volpe and Allison Gotfried invite you to share the content with your colleagues and reach out with any questions.