The U.S. Equal Employment Opportunity Commission (“EEOC”) announced today that it is rescinding its interpretive guidelines regarding affirmative action under Title VII and the affirmative action section of its compliance manual.
These guidelines had been in effect for approximately 40 years. The EEOC press release states that while the original purpose of the guidelines was…
A recent Seventh Circuit (IL, IN, WI) decision serves as a reminder about the importance of conducting prompt investigations in response to employee complaints of harassment.
Sanchez v. El Milagro, Inc. dba El Milagro, No. 24-3250 (7th Cir. May 27, 2026) involved a female factory employee’s sexual harassment claims. The employee alleged that her male…
We’re proud to share that Davis+Gilbert’s Labor + Employment practice has been recognized in the Chambers USA 2026 guide for the 14th consecutive year.
The group’s longstanding ranking reflects its experience helping employers address day-to-day workplace challenges, manage risk and stay ahead of evolving legal and regulatory developments.
Congratulations to our Labor + Employment attorneys…
New York Employers:
Last month, a bill that would require New York employers to provide current and former employees with access to their personnel records passed both houses of the New York State legislature.
The law would take effect 60 days after being signed by the Governor, should she choose to sign it. At this…
Employers navigating accommodation requests to work remotely, take note:
A federal appeals court has ruled that full time telework is “rarely a reasonable accommodation,” affirming the dismissal of ADA claims brought by a former IT systems administrator who was denied full-time telework as a reasonable accommodation.
After being diagnosed with Autism, Major Depressive Disorder, and…
Today, the Second Circuit heard oral arguments in a significant case about interpretation of the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act (EFAA) — the 2022 law that allows individuals alleging sexual harassment to opt out of pre-dispute arbitration agreements.
This is only the second time the Second Circuit has considered the…
On May 14, 2026, the EEOC announced that it is seeking to rescind the EEO-1 data collection form.
Since 1966, the EEO-1 report has required certain private and public employers to submit data on the representation of different demographic groups across broad job categories, allowing the EEOC to identify potential patterns of discrimination and utilize…
In more DEI news, a federal court in California rejected a former news anchor’s “reverse” discrimination claim against CBS and Paramount Broadcasting, in which he claimed that he was fired due to his race (white). The court found that the mere fact that the anchor’s replacement was Black and that CBS had in place certain…
Since the passage of the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act (EFAA), federal courts have struggled to determine what types of gender-based allegations can still be compelled to arbitration and which must be litigated in court.
A recent SDNY decision provides another data point, ruling in favor of upholding the arbitration…
In DEI news:
On March 12, 2026, a federal judge in the District of Oregon granted a preliminary injunction on First Amendment grounds, holding that various environmental groups were likely to succeed on the merits of their claims that the government unconstitutionally terminated their grants.
In the days after the grant terminations, a government official…
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