CWC Updates Guide To Madison WI Contractor Affirmative Action Requirements
CWC has prepared a resource detailing the affirmative action requirements for city contractors in Madison, Wisc. Madison’s Department of Civil Rights monitors
DHS Proposes Rescinding Biden’s Public Charge Rule So It Can Adopt A More Flexible Policy
The Department of Homeland Security has proposed rescinding the Biden Administration’s “public charge” rule so it can include non-cash benefits
President Trump Nominates Carter Crow As EEOC General Counsel
President Trump has nominated Houston lawyer M. Carter Crow to serve as the next General Counsel of the Equal Employment
House Committee To Consider Three Wage And Hour Reforms
The House Committee on Education and the Workforce on November 20 will debate three wage and hour bills that seek
CWC Interstate October-November 2025 Resource Published For CWC Members
The Center for Workplace Compliance (CWC), our affiliated nonprofit membership association, has issued its latest Interstate, which details state and
Federal Court Refuses To Limit Injunction Against EO 14173, But Appeal Remains Pending
A federal district court recently refused to narrow its preliminary injunction blocking the Department of Labor from enforcing the certification portion of
Temporary Spending Deal Reopens Workforce Agencies Through January 30
Congress has reached a deal to keep the government running at the same funding levels as last year through January
President Trump Elevates Lucas To EEOC Chair
President Trump has designated Andrea Lucas as Chair of the Equal Employment Opportunity Commission. Lucas had been serving as Acting Chair since
EEOC’s End-Of-Year Litigation Focuses On Reasonable Accommodation
The Center for Workplace Compliance (CWC), our affiliated nonprofit membership association, has released a resource highlighting the Equal Employment Opportunity Commission’s enforcement
Courts Split On NLRB’s Power To Impose Expanded Labor Violation Remedies On Employers
Federal appeals courts are increasingly divided as to whether the NLRB can make employers pay for indirect, but foreseeable, costs