Late last week, the Equal Employment Opportunity Commission (EEOC) submitted a proposal to the federal Office of Information and Regulatory Affairs (OIRA) to rescind EEO-1 reporting requirements. The EEOC’s proposal also requests rescission of the EEO-2, EEO-3, EEO-4 and EEO-5 and reporting requirements under Title VII, the ADA, GINA, and the PWFA.
As districts begin planning for the upcoming school year, we want to highlight an important opportunity to ensure your district remains compliant with evolving Michigan school safety laws. Under Michigan law (MCL 380.1308b), all school districts are required to maintain and conduct biennial reviews of their Emergency Operations Plans (EOPs) in coordination with local law […]
On March 26, the White House published a new executive order (EO), “Addressing DEI Discrimination By Federal Contractors,” targeting DEI activities by federal contractors in which individuals are treated unequally because of their race or ethnicity. In particular, the EO imposes a new clause demanding strict anti-DEI compliance measures on all federal contracts and subcontracts.
On February 26, 2026, Equal Employment Opportunity Commission (EEOC) Chair Andrea Lucas sent a letter to the 500 largest U.S. employers titled “Reminder of Title VII Obligations Related to DEI Initiatives.” This letter outlines the EEOC’s anticipated enforcement focus on Diversity, Equity, and Inclusion (DEI) policies in the year ahead. The letter comes at the same time the EEOC filed a lawsuit challenging an employer’s all‑female retreat and issued a decision concerning bathrooms in federal workspaces. The DOJ has also weighed in by recently signaling its willingness to use the False Claims Act (FCA) to address “illegal DEI” programs.
Thorough, prompt investigative action—properly documented—remains an employer’s strongest shield against hostile work environment, discrimination, and retaliation claims and can be outcome‑determinative in litigation.
Yesterday, the National Labor Relations Board (NLRB) announced that it is reinstating its 2020 rule governing when a company may be considered a joint employer under federal labor law. Separately, the U.S. Department of Labor (DOL) issued a proposed rule yesterday that would make it easier for workers to be classified as independent contractors, especially for companies relying on so-called “gig” workers.
The Michigan Office of Special Education (MDE‑OSE) has released a new round of guidance updates covering several important areas of special education practice.
On February 20, 2026, the U.S. Supreme Court held that the International Emergency Economic Powers Act (“IEEPA”) does not authorize the President to impose tariffs.
The USPTO is increasing first action pendency (the time from filing to first office action) in PPH applications.
The federal government will soon be, yet again, scrutinizing school district websites / online platforms to ensure compliance with accessibility standards. Premised on new regulations adopted in June 2024, the U.S. Department of Justice (“DOJ”) now requires public school districts to make their websites and mobile apps accessible for people with disabilities. Districts must follow the WCAG 2.1 […]
Please be advised that contacting Miller Johnson or one of its attorneys by email does not constitute establishing an attorney-client relationship or otherwise confidential relationship between you and the Firm. Please do not give us any information you regard as confidential until a formal attorney-client relationship has been established. Any information you give to us before establishing an attorney-client relationship will not be regarded as privileged or confidential. Do you wish to proceed?
"*" indicates required fields
