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Language access is a critical consideration for employers in today’s diverse workplaces. Recent policy shifts, such as the designation of English as the official language of the United States, have introduced new dynamics that businesses must navigate to ensure compliance and maintain an inclusive environment. This blog outlines key legal considerations and best practices for employers in light of these changes.​

The U.S. Equal Employment Opportunity Commission (EEOC) was created by Congress with the enactment of Title VII of the Civil Rights Act of 1964. It is the agency tasked with enforcing federal job discrimination and harassment laws that prohibit discrimination in employment based on race, color, religion, sex, national origin, age, disability, pregnancy, and genetic information. It has never been a favorite of the current occupant of the Oval Office.

Many of us were looking for some additional clarity regarding the Corporate Transparency Act (CTA) in the wake of FinCEN’s February 28, 2025, Notice. We may have finally received that when the Treasury Department’s announced in posts on X on March 2, 2025, that it will not enforce any penalties or fines associated with the beneficial ownership information reporting rule under the existing regulatory deadline.

Accessible parking is essential for ensuring inclusivity – yet we understand that new zoning requirements can pose challenges for developers and property owners. In December 2024, Fairfax County’s Board of Supervisors adopted the Accessible Minimum Parking Requirements Amendment to modernize its zoning regulations, align with ADA standards, and improve accessibility across new and existing developments. While these changes are designed to support individuals who rely on accessible parking, they also introduce adjustments that stakeholders must plan for and incorporate into their projects.

Those following this blog will recall that FinCEN just announced ten days ago that Beneficial Ownership Information reporting (BOIR) requirements under the Corporate Transparency Act (CTA) were once again back in effect with the decision of U.S. District Court for the Eastern District Court of Texas, in Smith, et al. v. U.S. Department of the Treasury, to lift the stay on BOIR filing requirements pending a decision by the Court of Appeals for the Fifth Circuit.

The Department of Government Efficiency (DOGE) Workforce Optimization Initiative (Initiative) is a federal initiative with a stated aim of improving government operations by implementing strategic workforce planning, integrating technology, and streamlining staffing structures. In today’s evolving workplace landscape, businesses must stay informed about workforce efficiency trends and government initiatives that may influence employment policies, recruitment, and workforce management.

They’re back! FinCEN Beneficial ownership information reporting (BOIR) requirements under the Corporate Transparency Act (CTA) are once again back in effect. The catalyst in this very long-running back-and-forth was the February 18, 2025, decision of the U.S. District Court for the Eastern District Court of Texas, in Smith, et al. v. U.S. Department of the Treasury, lifting its January 7, 2025, order that had put a nationwide hold on BOIR requirements. The February 18 order will remain in effect while the case is on appeal for a decision by the U.S. Court of Appeals for the Fifth Circuit.

Remote work has become a fixture in the modern workplace, offering employees flexibility while allowing companies to attract top talent regardless of location. However, this shift can come with heightened cybersecurity risks, exposing both employers and employees to potential data breaches, cyberattacks, and legal liabilities. Employers must balance cybersecurity measures with employee privacy rights while complying with federal and state data protection laws.

The four-day workweek is gaining traction as companies seek more ways to enhance business productivity, improve employee satisfaction, and attract top talent. Across various industries, companies are exploring the feasibility of condensing work hours, without reducing employee pay. However, before implementing a four-day workweek, employers should carefully consider the legal implications to ensure continued compliance with wage and hour laws, overtime calculations, employee benefits, and workplace policies.

A day after being sworn into office as president, Donald Trump began to issue executive orders aimed at implementing his campaign promise to take decisive actions on immigration enforcement. One major change is the administration’s rescission of a longstanding policy that limited federal immigration enforcement activities in particularly sensitive locations, such as churches, schools, and hospitals.

In the longest running game of legal pong in years in the United States, the Supreme Court entered the fray in the battle over enforceability of the Corporate Transparency Act (CTA) requirements on disclosure of ownership with FinCEN. On January 23, 2025, the Supreme Court issued a stay of the trial court’s nationwide preliminary injunction in the case of Texas Top Cop Shop, Inc. v. McHenry.

The construction industry is no stranger to conflicts, from delayed payments to disputes over terms and conditions. However, the rise of smart contracts, powered by blockchain technology, is transforming how deals are made, and disputes are resolved. These self-executing contracts offer transparency, efficiency, and a significant reduction in administrative headaches. But what exactly are smart contracts, and how can they revolutionize construction projects?

Among the campaign promises made by Donald Trump in the run up to the 2024 presidential election was to radically restructure the federal workforce, in part, by taking away civil service protections from thousands of workers. It did not take Trump long to make good on that promise. On January 20, 2025, shortly after being sworn into office, one of his first acts as president was to issue an executive order titled “Restoring Accountability to Policy-Influencing Positions Within the Federal Workforce,” (2025 Executive Order) that attempts to strip civil service and due process protections from a large swath of federal employees.

Effective January 1, 2025, the Virginia state minimum wage increased by 3.4%, rising from $12.00 to $12.41 per hour. While this adjustment may seem modest, it represents a significant bump for employers navigating labor costs in a state where minimum wage changes are tied to the Consumer Price Index (CPI). The 2025 increase keeps Virginia in step with the thirty other states and the District of Columbia that have minimum wage rates higher than the federal minimum of $7.25 per hour.

The Biden administration spent nearly two years crafting new regulations that attempted to make clear Title IX’s ban against discrimination “on the basis of sex” also included discrimination-based sex stereotypes, pregnancy, sexual orientation, and gender identity. Notwithstanding the U.S. Supreme Court’s conclusion in the Bostock case that the term “sex” included these other matters in the context of Title VII, the U.S. District Court for the Eastern District of Kentucky issued an order on January 9, 2025, vacating the U.S. Department of Education’s April 2024 Title IX Final Rule (“Final Rule”), in the case of State of Tennessee, et al. v. Cardona.

After issuing proposed regulations earlier this year and soliciting extensive public comment, the U.S. Small Business Administration (SBA) issued a final rule on December 17, 2024 introducing significant changes to certain of the regulations applicable to small business contractors planning for or actively pursuing merger and acquisition (M&A) transactions.

An employee handbook is a crucial tool for a business to communicate its policies, procedures, and expectations, and to ensure legal compliance. However, employee handbooks need to be reviewed and updated regularly to achieve these objectives. Here are five reasons to update your employee handbook in 2025:

On December 26, 2024, the on-again, off-again saga of the reporting requirements for most small business owners under the Corporate Transparency Act (CTA) took another twist when the U.S. Court of Appeals for the Fifth Circuit decided to completely reverse direction. The Fifth Circuit vacated its December 23, 2024, Order that blocked the trial court’s national injunction blocking enforcement of the CTA in the case of Texas Top Cop Shop, Inc. v. Garland.

It is becoming increasingly common for employers, especially in the construction, manufacturing, and warehousing sectors, to outfit workers with wearable technologies, or “wearables” — devices worn on the body to improve worker safety and productivity. Worker safety and productivity are becoming increasingly important line items for employers to control. Consider that the construction, manufacturing, and warehousing industries experienced more than 700,000 non-fatal injuries and more than 2,000 fatal accidents in 2022, according to the Government Accounting Office. OSHA estimates that as many as two million workers a year are victims of workplace violence, and employers pay out around $2 billion per week in direct workers’ compensation costs.

Choosing the right ownership structure for your Limited Liability Company (LLC) can have a significant impact on how your business operates, its tax obligations, and its growth potential. LLCs are known for their flexibility compared to other business structures, which is why they’re popular among entrepreneurs and established business owners alike. But with this flexibility comes a critical decision: which ownership structure best aligns with your business goals?