-
3 weeks ago | 
mondaq.com | T. Scott Kelly |Christopher Near |Zachary Zagger
The Trump administration plans to completely eliminate theOffice of Federal Contract Compliance Programs (OFCCP) and transferthe agency’s remaining authority to enforce protections infederal contractors for veterans and workers with disabilities toother agencies, according to the U.S. Department of Labor’s(DOL) recent budget document.
-
1 month ago | 
jdsupra.com | T. Scott Kelly |Zachary Zagger
On May 20, 2025, the U.S. Equal Employment Opportunity Commission (EEOC) opened the platform for employers to submit EEO-1 reports. In doing so, EEOC Acting Director Andrea Lucas warned employers not to use the data to take employment actions and reinforced earlier technical assistance that diversity, equity, or inclusion (DEI) practices that result in different treatment based on race, sex, or another protected characteristic can be unlawful discrimination.
-
1 month ago | 
mondaq.com | T. Scott Kelly |Zachary Zagger
Quick HitsThe EEOC has opened the 2024 EEO-1 Component 1 reportingperiod, emphasizing that employers must not use the reporteddemographic data to justify discriminatory employment practicesbased on race, sex, or other protected characteristics. EEOC Acting Director Andrea Lucas warned employers that thereis no "diversity exception" to Title VII of the CivilRights Act, even if the data suggests employer policies may have adisparate impact on certain groups.
-
1 month ago | 
mondaq.com | Simone Francis |T. Scott Kelly |Nonnie L. Shivers
In this installment of our Workplace Strategies Watercooler2025 podcast series, three key members of our Diversity,Equity, and Inclusion (DEI) Compliance Practice Group—SimoneFrancis (St. Thomas/New York), Scott Kelly (Birmingham), and NonnieShivers (Phoenix)—address the status of DEI initiatives asthey face unprecedented scrutiny.
-
1 month ago | 
natlawreview.com | Amjad I. Hussain |Paweł Piotrowski |Simone Francis |T. Scott Kelly
CAFC affirms that applying generic machine learning to industry-specific problems is not enough for patent eligibility under §101, reinforcing the importance of how innovations are framed in patent applications — especially in emerging tech like AI.
-
1 month ago | 
ogletree.com | T. Scott Kelly |Zachary Zagger
Quick HitsThe EEOC has opened the 2024 EEO-1 Component 1 reporting period, emphasizing that employers must not use the reported demographic data to justify discriminatory employment practices based on race, sex, or other protected characteristics. EEOC Acting Director Andrea Lucas warned employers that there is no “diversity exception” to Title VII of the Civil Rights Act, even if the data suggests employer policies may have a disparate impact on certain groups.
-
1 month ago | 
ogletree.com | Simone Francis |T. Scott Kelly |Nonnie L. Shivers
May 21, 2025 By Simone R.D. Francis, T. Scott Kelly, and Nonnie L. Shivers In this installment of our Workplace Strategies Watercooler 2025 podcast series, three key members of our Diversity, Equity, and Inclusion (DEI) Compliance Practice Group—Simone Francis (St. Thomas/New York), Scott Kelly (Birmingham), and Nonnie Shivers (Phoenix)—address the status of DEI initiatives as they face unprecedented scrutiny.
-
1 month ago | 
today.westlaw.com | T. Scott Kelly |Zachary Zagger
Enter to open, tab to navigate, enter to select
-
1 month ago | 
mondaq.com | T. Scott Kelly |Zachary Zagger
Quick HitsA group of former U.S. Department of Labor officials is urgingfederal contractors to maintain their voluntary diversity practicesdespite the Trump administration's revocation of ExecutiveOrders supporting affirmative action and anti-discriminationefforts. The officials assert that continued diversity, equity, andinclusion programs are essential for compliance with federal lawsand for promoting equal opportunity in the workplace.
-
2 months ago | 
mondaq.com | T. Scott Kelly |Nonnie L. Shivers |Zachary Zagger
On April 23, 2025, President Donald Trump issued anexecutive order (EO) calling for an end to disparate impactliability for discrimination and ordering federal enforcementagencies to stop enforcement of antidiscrimination laws based ondisparate impact theories. Quick HitsPresident Trump signed an executive order aimed at ending thelegal theory of disparate impact discrimination by deprioritizingits enforcement within federal regulations, including Title VII ofthe Civil Rights Act of 1964.
