Hunton Employment & Labor Perspectives

As 2025 approaches, the legal landscape for employer use of artificial intelligence (“A.I.”) is poised for further evolution.

Hunton Andrews Kurth LLP is pleased to announce Ryan Bates, Ryan Glasgow, and Sharon Goodwyn have been recognized as members of Virginia Business magazine’s 2024 Legal Elite

The Office of Federal Contract Compliance Programs (OFCCP) is reinstating the Monthly Employment Utilization Report (CC-257), which will require businesses with federal construction contracts to report employee work hours and headcounts by race/ethnicity, gender, and trade.

With 2025 around the corner and a (new) presidential administration pending, employers should be aware of the potential agency actions. Please join Hunton Andrews Kurth employment, labor, and immigration attorneys to review what is currently pending, what might change, and what to watch.

Under President Biden, the National Labor Relations Board (“Board”) has been very active, making a significant number of changes that benefit unions and other labor organizations.  But then President-Elect Donald Trump won the 2024 Presidential election, along with Republican majorities in both the House and the Senate.  This is expected to have significant repercussions for employers with respect to how the National Labor Relations Act (“Act”) will be applied to them. 

Join Hunton Andrews Kurth attorneys as they discuss current AI employment laws in both the US and UK and what employers can expect in 2025 regarding AI employment legislation.

Los Angeles labor and employment partner Emily Burkhardt Vicente was selected to an elite group of visionaries in the Business of Law: Updates, Trends & 2024 Visionaries magazine produced by the Los Angeles Times.

A bill seeking to eliminate Diversity, Equity, and Inclusion practices passed out of the House Oversight Committee on a 23-17 vote. The Dismantle DEI Act, led by Congressman Michael Cloud (R-TX), outlines an effort to end all DEI-related activities within federal agencies, prevent DEI mandates in federal contracting and grants, and ensure that federal accreditation bodies prioritize merit and qualifications.

As we previously reported, the U.S. Department of Labor (“DOL”) published a final rule in April 2024 (the “2024 Rule”), raising the salary threshold for the Fair Labor Standards Act’s (“FLSA”) exemptions for executive, administrative, professional, and computer employees and the total annual compensation level for the highly compensated employee exemption. The 2024 Rule also provides for periodic, automatic increases going forward. The 2024 Rule went into effect in July 2024.

On November 15, 2024, however, a Texas federal court struck down the 2024 Rule on a nationwide basis.

National Labor Relations Board (“NLRB”) General Counsel Jennifer Abruzzo recently issued GC Memo 25-01, announcing her view that so-called “stay-or-pay” employment provisions are unlawful, and her intent to urge the Board to expand remedies for non-compete agreements that she deems unlawful.