United States: Employment and HR

Drawing an unexpected parallel between Taylor Swift's sourdough baking journey and workplace performance management, this article explores how the methodical process of creating the perfect loaf mirrors the essential steps employers should follow when implementing employee performance improvement plans. From proper preparation and regular check-ins to allowing adequate time for growth, discover why rushing either process leads to disappointing results.

The Allegheny County Board of Health has unanimously approved a revised paid parental leave bill that would provide 12 weeks of paid leave to eligible employees. The proposal, which underwent significant modifications from its original 18-week version, now moves to the Allegheny County Council for final consideration and potential approval.

Human resources departments are rapidly adopting artificial intelligence to streamline operations, but this technological shift raises critical questions about algorithmic fairness and representation. When AI development remains concentrated among a handful of companies and excludes diverse perspectives, can these tools truly serve all employees equitably? The intersection of machine learning and workplace diversity reveals troubling patterns that demand immediate attention from HR professionals.

In 2025, ADA Title III lawsuits against private businesses surged to over 8,600 federal filings—more than triple the 2013 total. For businesses and defense counsel facing these claims, understanding the statutory framework, identifying key jurisdictional and substantive defenses, and developing a strategic response can mean the difference between a costly protracted battle and an efficient resolution that limits both remediation costs and attorney's fee exposure.

The U.S. Department of Education has formally rescinded the 2024 Title IX regulations and reinstated the 2020 framework, with one notable modification stemming from prior litigation. This regulatory shift reaffirms the Education Department's position on sex-separated facilities and athletics based on biological sex, while clarifying compliance obligations for educational institutions navigating Title IX requirements.

A White male plaintiff has filed a lawsuit against Edward Jones, challenging the company's "Goodknight" diversity program that allegedly incentivizes financial advisors to transition clients to female or other diverse advisors. The case represents one of several recent reverse discrimination lawsuits targeting corporate DEI initiatives, raising questions about the legal boundaries of workplace diversity programs under Title VII of the Civil Rights Act.

A coalition of business and benefits groups has filed an amicus brief with the Fourth Circuit Court of Appeals, urging the court to uphold the dismissal of a lawsuit challenging Northrop Grumman's use of forfeited 401(k) funds. The case centers on whether employers can legally use these forfeitures to offset their own plan contributions rather than reduce participant administrative fees, a practice the groups argue has long been sanctioned by federal regulations.

The U.S. Supreme Court heard oral arguments in Anderson v. Intel Corp. Investment Policy Committee, examining whether ERISA plaintiffs must plead a "meaningful benchmark" when alleging imprudent selection of underperforming retirement plan funds. The Justices' questions suggest they may endorse this requirement while providing guidance on what constitutes a meaningful comparator for evaluating fund performance.

A Missouri federal district court judge dismissed a proposed class action lawsuit by a former partner at Husch Blackwell LLP alleging mismanagement and the illegal withholding of contributions to the firm’s 401(k) plan. The judge based his ruling on the plaintiff’s inability to show that year-end profit-sharing contributions were plan assets before the firm deposited them into his plan account, which left him unable to prove any violations of federal benefits law.

Deere & Co. faces a legal challenge from former employees who claim the company's severance program falls under ERISA regulations, while the agricultural equipment manufacturer argues that its one-time lump-sum payment structure exempts it from federal oversight. The case hinges on whether a simple calculation-based severance payment constitutes an employee benefit plan requiring ongoing administration, with potential implications for how companies structure their separation agreements.

Drawing an unexpected parallel between Taylor Swift's sourdough baking journey and workplace performance management, this article explores how the methodical process of creating the perfect loaf mirrors the essential steps employers should follow when implementing employee performance improvement plans. From proper preparation and regular check-ins to allowing adequate time for growth, discover why rushing either process leads to disappointing results.

The National Labor Relations Board has reinstated the General Motors standard for evaluating employee misconduct during protected activity, marking the third decision in the Lion Elastomers case series. This development simplifies how employers must assess discipline decisions by applying the traditional Wright Line framework rather than multiple setting-specific tests. The ruling emphasizes the importance of consistent workplace policies and uniform enforcement of conduct rules across all situations.