For years, employers have relied on arbitration agreements to keep employment disputes out of court. In 2022, Congress carved out an exception for sexual harassment and sexual assault claims, but the law didn’t clearly say what happens to the other claims in the same lawsuit.
The Second Circuit has now sided with employees on that
The NLRB just made it a lot easier for employers to discipline employees who act out during union or other protected activities. On September 23, 2026, in Lion Elastomers LLC, 375 NLRB No. 41, the Board’s new Republican majority flipped back to an older, more employer-friendly rule called Wright Line
Employers have been required to file the EEO-1 report since 1966, submitting an annual accounting of their workforce by race, ethnicity, sex, and job category. On July 21, 2026, the EEOC voted 2-1 to move forward with a proposed rule that would eliminate it, along with several related surveys.
What Happened
The EEOC voted along
On May 19, 2026, the Massachusetts Supreme Judicial Court unanimously held in Sabatini v. Knouse, SJC-13781, that individuals in academic settings can be held personally liable for sexual harassment under M.G. L. c. 214, § 1C. Until this decision, professors and advisors accused of sexual harassment could argue that the statute permitted suits only
If you manage employees, you’ve faced FMLA requests that raise questions about compliance. The American Bar Association’s 2025 FMLA litigation summary reveals four key trends that should inform how you handle employee leave.
A recurring pattern emerged in 2025: courts rejected the argument that providing an
Arbitration clauses are everywhere in today’s workplace — but are they right for your organization?
In this episode of From Lawyer to Employer, host Dan Schwartz is joined by Shipman attorney Emily McDonough Souza to break down arbitration agreements in plain English. They explore the real pros and cons: speed, privacy, predictability, cost concerns
Yesterday, we published an expanded analysis on our CT School Law blog covering significant changes coming to Connecticut’s leave laws that will impact independent schools this fall. The post, “Connecticut Independent Schools Face Major Leave Law Changes This Fall,” provides essential guidance that every independent school administrator should read immediately.
New Requirements for
In this episode of From Lawyer to Employer, Shipman attorneys Dan Schwartz and Emily McDonough Souza discuss the first 45 days of the Trump administration and its impact on labor and employment law. They dive into the latest executive orders on DEI programs, the implications of the False Claims Act for federal contractors, and
Artificial intelligence is rapidly transforming the workplace, but with innovation comes new challenges. In this episode of From Lawyer to Employer, Shipman attorneys Dan Schwartz and Emily McDonough Souza dive into how employers are using AI—from productivity monitoring to hiring decisions—and the associated legal risks. They break down key regulations, potential pitfalls, and practical
Starting January 1, 2025, all private-sector employers in New York, regardless of size, must provide eligible employees 20 hours of paid leave per year to attend prenatal medical appointments and procedures. The new law amends the existing New York State Sick Leave Law (Labor Law § 196-b) and is the first in the country to