On June 5, 2025, in Ames v. Ohio Department of Youth Services (No. 23-1039), the U.S. Supreme Court ruled that “majority group” plaintiffs are not required
Following up on our timelines documenting DEI-related events impacting the private sector, this fifth installment discusses new developments, including new cases and case updates,
On May 21, 2025, in State of Louisiana, et al. v. EEOC, U.S. District Judge David C. Joseph ofthe U.S. District Court for the
Possibly. On March 25, 2025, the U.S. Court of Appeals for the Second Circuit issued a decision in Tudor v. Whitehall Central School District
On May 15, 2025, the U.S. District Court for the Northern District of Texas issued an order vacating portions of the U.S. Equal Employment Opportunity
On May 1, 2025, the U.S. Department of Labor (DOL) issued a field assistance bulletin announcing it will no longer apply the 2024 Biden-era
On February 21, the National Labor Relations Board (NLRB) issued a decision, McLaren Macomb, 372 NLRB No. 58, making it more difficult for employers
Finally some good news for California employers, but the fight is not over yet. On February 15, 2023, the U.S. Court of Appeals for
*UPDATE: – In connection with the new requirement for temporary help service firms to provide certain information to temporary laborers, the NJ Department of
“Pay frequency” lawsuits have become a cottage industry in New York in recent years. The trend began following the 2019 Appellate Division decision in Vega
Nearly three years ago on January 28, 2020, we reported (HERE) that the New Jersey legislature made significant changes to the Millville Dallas Airmotive
Additional Update: The Federal Trade Commission’s proposed Non-Compete Clause Rule was published in the Federal Register on January 19, 2023 and the public comment
SIGN UP NOW to receive time sensitive employment law alerts and invitations to complimentary informational webinars and seminars.
"*" indicates required fields
By clicking this button and submitting information to us, you will be submitting certain personally identifiable information, or information which used together with other information, can be used to identify you and/or identify information about you, to Nukk-Freeman & Cerra, PC (“NFC”). Such information may be used by NFC to contact or identify you. Personally identifiable information may include, but is not limited to, your [name, phone number, address and/or] email address. We collect this information for the purpose of providing services, identifying and communicating with you, responding to your requests/inquiries, and improving our services. We may use your personally identifiable Information to contact you with time sensitive employment law e-alerts, marketing or promotional offers, invitations to complimentary and informational webinars and seminars, and other information that may be of interest to you. However, by providing any of the foregoing information to you, we are not creating an attorney-client relationship between you and NFC: nor are we providing legal advice to you. You may opt out of receiving any, or all, of these communications from us by following the unsubscribe link in any email we send. However, this will not unsubscribe you from receiving future communications from us which are based upon an independent request, relationship or act by you.