Love on the Clock: Four Essential Tips for Employers Managing Workplace Relationships
From iconic on-screen couples to tangled webs of fictional workplace drama, office romances have long captured the public imagination. But these storylines reflect a very real dynamic that employers often face and must address. Romantic relationships in the workplace are common and complicated, often bringing with them issues like favoritism, conflicts of interest, and even legal liability related to potential discrimination and harassment. Indeed, just like their fictional counterparts, real-life office romances can get messy fast, especially when power imbalances, breakups, or blurred boundaries come into play.
Federal School Choice Program 2025: What It Means for Independent Schools
The One Big Beautiful Bill, signed into law on July 4, creates a new federal scholarship program to expand school choice to more American families. The program provides a compelling opportunity to promote and expand the accessibility of independent schools by allowing taxpayers to claim a 100% tax credit for donations to "scholarship granting organizations" (SGOs), a new type of Section 501(c)(3) charitable organization expressly designed to distribute scholarships to eligible students attending independent schools (education scholarships). The federal scholarship program is set to begin January 1, 2027.
DOJ Issues Expanded Guidance on DEI-Related Practices
On July 29, the Office of the U.S. Attorney General issued a memorandum that offers additional color respecting unlawful discrimination, which President Trump originally characterized as "illegal DEI" in his January 2025 executive order. While ostensibly directed to recipients of federal funding, the memorandum affords insight for employers generally, by highlighting specific examples of diversity, equity, and inclusion (DEI) practices with which the administration takes issue. It also offers "non-binding suggestions" for entities to avoid legal liability.
Attorney Spotlight
Emily Keimig: Precipitated by the passage of H.R. 1 (sometimes referred to as the Big Beautiful Bill) and the state’s budget shortfall that is expected to follow, Colorado kicked off a special legislative session on Thursday, August 21. In addition to budget matters, the legislature will also address SB24-205, Colorado’s Artificial Intelligence law.
SB24-205 is currently scheduled to go into effect in February 2026 and would have a significant impact on Colorado employers and others that develop or deploy AI to make “consequential decisions.” In an age where many employers use AI of some sort—think Indeed or Workplace—they should closely track this law’s progress and stay apprised of the form it finally takes.
In Case You Missed It
Happy Birthday, Denver: Emily Keimig Reflects on One Year of Venable in Colorado
Emily Keimig, a partner in Venable's Denver office, has over three decades of experience in litigation, employment law, and privacy and data security. She was also a member of the team that established Venable's Denver office in 2024. In this interview, Emily celebrates the office's first birthday, and the firm's 125th, by reflecting on the past year and sharing her vision for Venable in Denver going forward.
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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. Allison Gotfried, editor of this newsletter, invites you to share the content with your colleagues and reach out with any questions.