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.
Continue Reading New Rules for Government Contractors: Compliance Changes for the
Construction Industry

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

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.
Continue Reading “Last Mile” Drivers are NOT Covered by Mandatory Arbitration Agreements

Although they may not realize it, even non-union employers face risk under the National Labor Relations Act. Everyday workplace decisions can trigger scrutiny and while the enforcement climate is shifting, the underlying risk remains. For employers, this is no longer a niche legal issue. It’s a legitimate business risk.
For a growing number of employers, the concerns keeping them awake include whether their employee handbook violates federal labor law, whether a supervisor’s offhand comment during a tense performance review could trigger an unfair labor practice charge, or whether an employee group text complaining about the schedule somehow became protected concerted…
Continue Reading Inside the NLRB: What Non-Union Employers Need to Know About NLRA Risk in
2026

Many employers underestimate that liability under the FMLA extends well beyond denying leave for an unlawful reason. It can arise from everyday decisions about communication, workload, and expectations during that leave. Over the past few months, courts have weighed in on where that line can be drawn, and as this area of law continues to evolve, employers should become intimately familiar with this ever-changing legal landscape.
Continue Reading OOTO But Not Out of the Woods: Legal Risks for Employers During and After
FMLA Leave