Labor & Employment Law Update for Business Owners, HR & In-House Counsel | Amundsen Davis Attorneys: Amundsen Davis

Illinois Expands Project Labor Agreement Requirements for Renewable Energy Projects

Jeffrey A. Risch — Mon, 13 Jul 2026 09:00:01 -0400

Illinois’s renewable energy landscape shifted significantly in January 2026 with the enactment of the Illinois Clean and Reliable Grid Affordability Act (CRGA). Among the law’s provisions, a major expansion of project labor agreement (PLA) requirements stands out for developers, EPCs, investors, and contractors. As PLA mandates continue to broaden across Illinois’s renewable energy market, early assessment and strategic planning will be critical to managing project risk and avoiding costly surprises.

EEOC Rescinds Affirmative Action Guidance: What Employers Need to Know About Title VII, DEI Programs, and Compliance Risks

Laura M. Leahy — Fri, 10 Jul 2026 09:00:02 -0400

The Equal Employment Opportunity Commission (EEOC) formally rescinded the federal guidance employers have relied on for nearly 50 years when designing voluntary affirmative action plans under Title VII. In a June 29 vote, the EEOC voted to rescind the two documents that provide a long-standing roadmap for employers. This move follows the EEOC’s recent National Enforcement Plan (NEP), which signaled that the agency would treat race- and sex-conscious workplace programs as intentional discrimination. Although U.S. Supreme Court caselaw remains unchanged, the rescission narrows federal enforcement posture. As a result, employers with voluntary affirmative action plans, diversity initiatives, or other programs tied to protected characteristics should review those programs now to ensure they are justifiable under existing law.

Hiring Your First Out-Of-State Employee? Watch for These Compliance Risks

Aaron J. Graf — Wed, 01 Jul 2026 09:00:03 -0400

Hiring your first out-of-state employee can introduce a complex web of local and state employment laws that may differ dramatically from those you already follow. From paid leave requirements and pay transparency laws to non-compete restrictions and city-specific ordinances, multi-state employment compliance can quickly become a challenge for unprepared employers.

U.S. House Passes Bill to Fast-Track Initial Union Contracts

Michael F. Hughes — Thu, 18 Jun 2026 09:00:04 -0400

The U.S. House of Representatives passed a bill that would place strict deadlines for employers and newly certified unions to reach a first collective bargaining agreement (CBA). The bill, which garnered some bi-partisan support to pass the GOP-led House, would potentially place the terms of such initial collective bargaining agreements in the hands of federal arbitrators, instead of being negotiated to conclusion by the parties.

Chicago and Cook County Minimum Wage Increases Take Effect July 1: Employer Compliance Updates

Kevin Kleine — Tue, 16 Jun 2026 09:00:05 -0400

Employers with operations in Chicago and Cook County should prepare for local minimum wage increases effective July 1, 2026, along with related notice, posting, and compliance obligations. While the Illinois statewide minimum wage remains unchanged, Chicago and Cook County will implement higher local rates that apply based on employer size and location.

New DOJ Opinion Changes Hiring Discrimination Rules for U.S. Employers

Julie A. Proscia — Wed, 10 Jun 2026 09:00:06 -0400

A new legal opinion from the U.S. Department of Justice (DOJ) is reshaping how employment discrimination claims based on unequal outcomes may be handled. On June 9, 2026, the U.S. DOJ’s Office of Legal Counsel issued a formal legal opinion concluding that the EEOC's approach to disparate-impact liability is unconstitutional. While this theory of discrimination still exists, the opinion narrows it and raises the bar for employees who bring these claims. As a result, employers may have increased flexibility in using common hiring tools such as criminal background checks and aptitude tests without fear that they could face discrimination claims—but it does not make intentional discrimination any less illegal.

New EEOC Enforcement Plan Immediately Reshapes Employer Compliance Risks

Laura M. Leahy — Tue, 09 Jun 2026 09:00:07 -0400

On June 4, the U.S. Equal Employment Opportunity Commission issued a new National Enforcement Plan (NEP), effective immediately, replacing the Biden-era Strategic Enforcement Plan. The NEP realigns federal enforcement around the current administration’s priorities and signals a significant shift in how workplace discrimination claims will be investigated and litigated. For employers, the change reshapes where federal risk will change and diverge from state law obligations.

New Rules for Government Contractors: Compliance Changes for the Construction Industry

Fri, 05 Jun 2026 09:00:08 -0400

Significant changes to federal contracting rules are reshaping how businesses interact with the U.S. government, particularly when it comes to compliance, workforce policies, and pricing strategies. These changes stem largely from Executive Order 14173 (EO 14173), signed in January 2025, which revokes long‑standing affirmative action requirements and introduces new certification obligations for contractors.

For companies that rely on federal funding or work on federally supported projects, understanding the new expectations is critical to staying compliant and minimizing risk.

The Countdown to Columbus Pay Transparency: What Employers Should Be Doing Now

Marissa R. Borschke, Christopher R. Green — Thu, 04 Jun 2026 09:00:09 -0400

Employers operating in Columbus, Ohio, have approximately six months left to prepare for a significant change in hiring practices. Effective January 1, 2027, the City of Columbus will begin enforcing its pay transparency requirements under Ordinance 2898-2025, which will require covered employers to include a "reasonable salary range or scale" in employment postings.

While some employers may view this as a simple change to job advertisements, the reality is that pay transparency laws often expose broader compensation, equity, and compliance issues that organizations should address before salary ranges become public.

“Last Mile” Drivers Are NOT Covered by Mandatory Arbitration Agreements

Laurie I. Smigielski — Tue, 02 Jun 2026 09:00:10 -0400

Employers that rely on transportation workers, delivery drivers, and gig drivers may face significantly increased litigation risk following a recent U.S. Supreme Court decision. In Flowers Foods v. Brock, the Court ruled that “last mile” local delivery drivers qualify for the Federal Arbitration Act’s exemption for “transportation workers engaged in interstate commerce,” even if the drivers do not cross state lines. As a result, some transportation workers and gig drivers now have the green light to pursue their disputes in a court of law, even if they signed a private arbitration agreement with their employer/company.