The Office of Federal Contract Compliance Programs has extended, for two additional years, its audit scheduling moratorium for certain health care entities that provide supplies and services to participants in the Veterans Affairs Health Benefits Pro

The Supreme Court, in a ruling consistent with arguments we raised in a friend-of-the-court brief, has held that retirees cannot bring an employment discrimination claim under the ADA if they are not qualified for the job when the alleged discriminat

A federal appeals court has ruled that an employer cannot deny a religious accommodation request as an undue hardship based on a generalized concern about safety.

A federal district court has vacated parts of the EEOC’s regulations implementing the Pregnant Workers Fairness Act that had required employers to accommodate “elective abortions.”

We have updated a template that CWC members can use when drafting good faith outreach letters as they try to find qualified veterans and candidates with disabilities for their open jobs.

A federal district court has issued a permanent injunction preventing the EEOC from enforcing some provisions of its regulations implementing the Pregnant Workers Fairness Act. However, the injunction will have little effect on private sector employe

The Second Circuit is the latest federal appeals court to rule that the plain reading of the ADA requires employers to consider reasonable accommodations for employees with disabilities even if they can perform the job without one.

The Eighth Circuit has allowed a group of states to proceed with a lawsuit concerning the EEOC’s interpretation of the PWFA that requires employers to reasonably accommodate employees seeking abortions.

In the final days of the Biden Administration, DOL issued two opinion letters that provide non-binding guidance on (1) how federal FMLA leave interacts with state paid family leave programs and (2) a manager’s ability to share tips with other service

The Department of Labor has proposed phasing out a program that allows payment of “subminimum wages” to individuals with disabilities. Comments are due by January 17, 2025, the last business day during the Biden Administration.

A new opinion letter expresses the Labor Department’s view that FMLA leave is available to eligible employees that participate in clinical trials, regardless of whether they receive an experimental treatment or a placebo.

Our brief argues that Title I of the ADA should be interpreted to allow only qualified individuals to sue for employment discrimination, and that an interpretation otherwise could have serious consequences to both employers and employees.

Limited enforcement data reported by the Labor Department under the Family and Medical Leave Act show that DOL findings of violations have increased for the second year in a row.

In a win for employers, a federal appeals court has denied a former employee’s FMLA interference and retaliation claim because he did not seek certification of his chronic serious health condition in advance.

The Supreme Court has agreed to hear several cases during its upcoming term which could impact employment law compliance. Our memo provides a summary.

Our updated template is designed to assist CWC’s federal contractor members with meeting their OFCCP compliance obligations toward individuals with disabilities and protected veterans.

The EEOC’s first lawsuit brought under the PWFA serves as a reminder that federal law now requires an employer to provide reasonable accommodations to employees for known limitations related to pregnancy.

Our updated ADA Reasonable Accommodation Compliance Guide answers questions that could arise as an employer works through the interactive process laid out in Americans with Disabilities Act compliance guidance issued by the Equal Employment Opportuni

A bill sponsored by Republican Vice-Presidential candidate J.D. Vance has drawn attention from some of our members. CWC’s memo explains the bill’s potential impact if enacted.

Five years after the EEOC rescinded portions of agency regulations dealing with ADA/GINA-compliant incentives offered in conjunction with corporate wellness plans, the EEOC has now officially rescinded interpretive guidance issued in conjunction with

Federal district courts have reached different conclusions in assessing challenges to controversial parts of the EEOC’s regulations implementing the Pregnant Workers Fairness Act. Our memo explains.

CWC’s written comments to the EEOC agree that its recently revised procedural regulations are consistent with changes required by enactment of the Pregnant Workers Fairness Act. At the same time, we express concern that the agency finalized the regul

CWC WEB WORKSHOP on April 30, 2024. The EEOC, over the objection of two of its Commissioners, has issued final regulations interpreting the Pregnant Workers Fairness Act, giving the law an expansive reading that is almost certain to be challenged in

The U.S. Bureau of Labor Statistics’ latest annual report on labor force participation by people with disabilities shows steady progress over the last ten years, while still underscoring the challenges they have in finding work compared to nondisable

Limited enforcement data reported recently by the Labor Department under the Family and Medical Leave and Fair Labor Standards Acts covering fiscal year 2023 do not show much of a change from FY 2022.