Earlier this month, our team published an in-depth article for federal contractors on navigating WARN Act compliance amid government shutdowns and federal contract cancellations. Since then, we’ve been closely monitoring the broader wave of workforce reductions affecting not only government contractors but employers across industries and company sizes.
It was supposed to be a night of entertainment for concertgoers at a recent Coldplay performance. But for two company executives, the spotlight shone a bit too brightly when a “kiss cam” moment on the jumbotron captured what appeared to be a romantic embrace. The viral clip quickly made its way from the venue to social media feeds—and, inevitably, to the boardroom.
While most of us hope our professional lives don’t become the subject of a Viva La Vida meme, these headline-grabbing incidents can leave employers with serious employment law questions and reputational risks.
On July 1, 2025, Tennessee Attorney General Jonathan Skrmetti announced the launch of the Civil Rights Enforcement Division (CRED), a newly established unit within the Attorney General’s Office. This significant structural change follows the Tennessee General Assembly’s decision to dissolve the Tennessee Human Rights Commission (THRC) and transfer its responsibilities to the Attorney General’s Office. CRED is now the primary body responsible for enforcing the Tennessee Human Rights Act and Tennessee Disability Act and accepts discrimination complaints in employment, housing, public accommodation, and education.
Below, we summarize the key changes, discuss the impact on employers, outline the new charge process, and preview the potential of similar trends in other states.
On January 20, 2025, President Donald J. Trump named Commissioner Andrea R. Lucas as Acting Chair of the EEOC. Since joining the commission in 2020, Lucas has been a strong advocate for addressing the evolving landscape of employment and civil rights issues. As these changes continue to shape the workplace, it’s crucial for both
As of September 13th, the Department of Labor’s Wage and Hour Division (DOL-WHD) is partnering with the Equal Employment Opportunity Commission (EEOC) to focus on “enhanced law enforcement” through information sharing, joint investigations, training, and outreach.
The Memorandum of Understanding (MOU) is considered voluntary and is not legally binding, but may