The DOL announced its AI & Inclusive Hiring Framework website, described as “a new tool designed to support the inclusive use of artificial intelligence in employers’ hiring technology and increase benefits to disabled job seekers.”
The Supreme Court’s decision in Loper Bright may serve to limit federal agencies’ guidance on an employer’s use of AI in the workplace. State and local laws and regulations governing AI, on the other hand, may proliferate.
On August 27, 2024, USCIS updated its Policy Manual to clarify guidance for F-1 students concerning eligibility for post-completion OPT and the period during which F-1 students may apply for STEM OPT extensions.
The past year has brought sweeping changes to the world of work. To help employers navigate some of these changes, Littler’s Workplace Policy Institute (WPI) examines 10 economic, labor, and employment issues facing employers this Labor Day.
Colleges and universities that employ their own students face conflicts about how to protect student information, as required by FERPA, while disclosing information about student-employees who seek to unionize, as required by the NLRA.
On the recent 34th anniversary of the ADA, the EEOC and DOJ issued an announcement affirming the agencies’ “Commitment to Technological Equity for People with Disabilities.”
Employers now have an enhanced ability to challenge OSHA’s most broadly-enforced regulations, such as the agency’s widely-cited General Duty Clause to issue violations in the absence of a specific standard.
This Littler Lightbulb highlights some of the more significant employment law developments at the U.S. Supreme Court and federal courts of appeal in the last month.
