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“ We collaborate with employers and employees to build respectful organizations through high-quality training, objective and unbiased complaint investigations, human resources and employment law expert testimony, and a wide range of human resources consulting services. ”

The EPS Team


  • Colorado Passes First U.S. AI Regulations

    Colorado's new artificial intelligence law targets discrimination risks when companies use it. It is the first law in the country to regulate the use of AI, according to The Denver Post. Beginning in 2026, Colorado will require organizations using AI to "make 'consequential' decisions to disclose the use and purpose of the technology to consumers, job applicants and others who interact with it."

  • Chicago Tribune Journalists Sue for Pay Discrimination

    Journalists working for the Chicago Tribune allege the paper pays its white male journalists more than its other reporters. Darcel Rocket, one of the suit’s seven named Tribune reporters, has worked there for thirteen years. She received one raise in 13 years for her work reporting on Black and Brown communities and the inequities in those communities. The plaintiffs assert that an independent analysis of newsroom salaries shows the paper pays white women and Black male journalists 10% less and Black female journalists 20% less than white men.

  • Antitrust Settlement Could Be Game Changer For College Athletes

    The NCAA and the "Power 5" college sports conferences (ACC, Big 10, Big 12, Pac-12, and SEC) agreed to a $2.75 billion settlement of three antitrust cases challenging their limits on compensation and benefits for college athletes. Under the settlement, college athletes may receive payments directly from the colleges and universities they play for.

  • USA Pageant Winners Give Up Crown, Leading To Questions About Organization

    Miss USA Noelia Voigt and Miss Teen USA UmaSofia Srivastava made headlines when they gave up their crowns within a few days of each other. Miss USA's public notice on Instagram did not specify why. She hinted at it, though, asserting she strongly values making decisions to prioritize her mental health and to advocate for herself. Then, Miss Teen USA announced her resignation, stating her "personal values no longer fully align with the direction of the organization."

  • Fourth and Eleventh Circuit Affirm Healthcare Must Cover Gender-Affirming Care

    In Lange v. Houston County, Georgia, Anna Lange worked for the county sheriff. Assigned as male at birth, Lange was diagnosed with gender dysphoria, a condition caused by “the incongruence between one’s gender identity and their sex assigned at birth.” Her doctor prescribed gender-affirming surgery. However, Houston County's health plan denied coverage for Lange's planned surgery to match her body to her gender identity. The plan excluded "[d]rugs for sex change surgery" and "'[s]ervices and supplies for a sex change and/or the reversal of a sex change.” Two courts pushed back.

  • Eighteen Republican States Try To Block EEOC’s Transgender Protections

    The EEOC issued workplace guidance in April to structure its enforcement activities. The revised guidance follows the Supreme Court’s decision recognizing that discrimination against gay and transgender workers is sex-based bias. Under the guidance, the EEOC may take action when employers do not use transgender workers' preferred pronouns and preclude workers from using bathrooms matching their gender identity. Employers must take affirmative steps to accommodate transgender workers. Eighteen states assert the EEOC has gone beyond its authority and federal law requirements by directing employers to accommodate transgender employees.

  • Sixth Circuit Offers Guidance on Reasonable Accommodation Notice

    In an unpublished opinion, the Sixth Circuit Court of Appeals considered what constitutes a request for reasonable accommodation. It noted there is no "bright-line rule" for determining whether an employee has requested an accommodation. Employers must draw reasonable inferences from information shared by employees.

  • Workers Take Action Over Return to the Office Policies

    According to The Washington Post, more employees are taking their fight for remote work to court and federal labor agencies such as the NLRB and the EEOC. Some companies have taken a hard line and require employees to come into the office either full-time or on a hybrid schedule. Workers assert these mandates can be "unjust, discriminate against people with disabilities, and are retaliatory actions against unionization efforts."

  • FDIC Workplace Report Reveals Harassment, Discrimination, and Abuse

    The Federal Deposit Insurance Corporation, an independent federal agency, is the subject of a 234-page report on its workplace. The FDIC hired Cleary Gottlieb to investigate its culture after the Wall Street Journal published a report on widespread misconduct. The law firm interviewed around 500 out of the FDIC's 6,000 employees. In its report, the firm recommends new systems to protect employees, including a new hire to monitor the workplace, more training on workplace behavior, and better reporting avenues for employees.