wo recent appellate arguments underscore the heightened judicial scrutiny facing the National Labor Relations Board (“NLRB”) following the Supreme Court’s decision last summer, Loper Bright Enterprises Inc v. Raimondo. While courts previously granted administrative agencies such as the NLRB deference in their decision making, also known as Chevron deference, under Loper Bright, that deference is no longer guaranteed.  Since the decision, employers have been patiently waiting to see what impact, if any, that ruling will have on the actions of the NLRB.

Last week, two circuits heard arguments that may reshape employer obligations and highlight the new era of judicial scrutiny of NLRB action.

… Continue Reading Limitations on the NLRB’s Power: Did Loper Bright Sound the Death Knell? 

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…

As the regulatory landscape shifts under the new administration, OSHA remains firmly in the spotlight. In this episode of From Lawyer to Employer, Shipman attorney and host Dan Schwartz sits down with workplace-safety lawyer Sarah Kettenmann to break down what’s changed—and what hasn’t—when it comes to OSHA enforcement, inspections, and compliance.

They dive into:…

On May 23, 2025, a National Labor Relations Board  (“NLRB”) administrative law judge held that a cannabis company violated the National Labor Relations Act (“NLRA”) by laying off store associates without bargaining the impact with their union, and by directly dealing with employees.

While the decision here is not novel, the fact that an administrative…

Effective October 1, 2025, access to the Connecticut Family Medical Leave Act (“CT FMLA”) and Connecticut Paid Family Medical Leave Insurance (“CT Paid Leave”) will be expanded to include all non-certified school employees at both public schools and nonpublic elementary and secondary schools in Connecticut.

Under current law, CT FMLA and CT Paid Leave coverage…

On June 4, 2025, embedded in an omnibus bonding bill, the Connecticut General Assembly amended the Connecticut Paid Sick Leave Act as it applies to certain employees of municipalities and boards of education.  While the proposed text has passed both the Senate and the House, it will not go into effect until the Governor…

On May 20, 2025, the United States District Court for the District of Oregon held that the labor peace agreement (“LPA”) mandate, Measure 119, which requires all state-licensed cannabis businesses to sign a labor peace agreement with a labor union, is preempted by the National Labor Relations Act (“NLRA”) in violation of the Supremacy Clause…

The Secretary of the U.S. Department of Homeland Security (DHS) announced on May 13, 2025 the termination of the designation of Afghanistan for Temporary Protected Status (TPS), after determining that the conditions in Afghanistan no longer support a TPS designation. The termination will be effective July 12, 2025*.  DHS has automatically extended the validity of employment…

In this episode of From Lawyer to Employer, host Dan Schwartz welcomes back Shipman’s Claire Pariano for a thoughtful conversation on neurodiversity in the workplace. They explore what neurodiversity means, legal protections under the ADA and FMLA, common employer pitfalls, and practical steps organizations can take to create truly inclusive environments for neurodivergent employees.

When working on a multi-employer worksite, safety is everyone’s responsibility. Whether you’re a general contractor, subcontractor, or sub-subcontractor, you could be held liable for employee injuries under OSHA’s Multi-Employer Citation Policy, even if they aren’t your direct employees or you didn’t directly create the hazard.

This is why we advise clients that having a clear…