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Chengzhuo He

Chengzhuo assists businesses with navigating the ever-evolving labor and employment landscape. He provides research, analysis, and counsel to help clients stay in compliance. Chengzhuo also has experience litigating employment disputes in state and federal courts, as well as before administrative agencies, including discovery, drafting position statements, mediation statements and motions.

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Some ampoules with vaccine and syringe injection.

The COVID-19 pandemic brought workplace vaccination policies to the forefront, raising complex questions about religious accommodations. Over four years after the initial rollout of the COVID-19 vaccine, these policies remain in the Equal Employment Opportunity Commission’s (EEOC) crosshairs. The EEOC’s settlement with Infinity Rehab, announced on May 20, 2025, demonstrates that decisions made during the pandemic continue to create challenges for employers—and provides important insight into the EEOC’s current enforcement priorities.

The Division of Advice (the “Division”) of the National Labor Relations Board (the “NLRB”) recently released an advice memorandum examining the lawfulness of various key provisions – including non-solicitation, non-disclosure, and return of property provisions – contained in an employer’s standard employment agreement. The Division’s approach in this particular case serves as a helpful guide for how the agency will likely assess other similar agreements in the future. 

Democrats and Republicans within the House Committee on Education and the Workforce have recently expressed bipartisan interest in raising or eliminating the statutory caps on damages for claims brought under Title VII and the ADA. While the plan is still in its very early stages, any revisions to statutory damages caps would have significant implications for employers.