Register for Part One of CMC’s Labor/Employee Relations & Collective Bargaining Masterclass!

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(Part One)
Uncovering Legal Landmines: What Employers Need to Know About Labor Law & Labor Relations

Tuesday, February 24, 2026, at 1 p.m. ET – 4:30 p.m. ET

CMC’s Labor/Employee Relations and Collective Bargaining Masterclass Series is not just a review of the law bogged down in legalese; our series is a practical and interactive experience designed to equip you with useful information and tools for successfully addressing today’s employee and labor relations issues.

Part One of our series is Uncovering Legal Landmines: What Employers Need to Know About Labor Law and Labor Relations, which is designed to provide unionized and non-unionized employers with a foundational overview of the National Labor Relations Board (NLRB) and its role in enforcing the National Labor Relations Act (NLRA).

Participants will learn about: Continue reading →

EEOC Rescinds 2024 Harassment Guidance

Lindsay A. DiSalvo Leave a comment

By Lindsay A. DiSalvo

On January 22, 2026, the EEOC decided in a 2-1 decision to rescind its comprehensive “Enforcement Guidance on Harassment in the Workplace.” This guidance was published by the EEOC on April 29, 2024, representing the EEOC’s first significant update since 1999 to its enforcement guidance on harassment. Now, as harassment claims continue to rise, employers have less guidance to determine what constitutes harassment and to understand EEOC expectations for how employers can effectively avoid and address such claims. Over the last few years, since a brief slump around the height of the pandemic, the number of harassment claims filed with the EEOC has been on the rise. In FY 2024, complainants filed 35,774 claims, which represents an approximately 12% increase from FY 2023 and about a 32% increase since FY 2022.

When the EEOC published its harassment enforcement guidance in 2024, the intent was to pull together best practices for preventing and responding to harassment and to address recent developments in the law, including the Supreme Court’s decision in Bostock v. Clayton County, Georgia. In Bostock, the Supreme Court held that Title VII prohibits discrimination based on sexual orientation and gender identity because this constitutes discrimination based on sex. In its 2024 guidance, Continue reading →

Privacy Notices Explained: When a Policy Is Required and When It Is Not Enough Consumer Privacy Thresholds, Point-of-Collection Disclosures, and Employment Data Considerations

Darius Rohani-Shukla Leave a comment

By Darius Rohani-Shukla

Publishing a website privacy policy is now standard practice. But assuming that a single, generic policy covers everything is inherently risky. In reality, privacy obligations can arise from several directions: baseline online notice expectations when you collect personal information through a website or app, comprehensive state consumer privacy laws that apply once you cross certain thresholds, and separate requirements that apply in the employment context.

In many cases, meeting those obligations is not just a matter of maintaining a policy in the footer. It also requires the right disclosures at the moment data is collected, whether that is through cookies and tracking technologies, a signup form, a checkout flow, or an application portal. Recruiting and workplace data add another layer. Applicant information, employee monitoring, biometrics used for timekeeping or access control, and automated hiring tools can each trigger standalone notice obligations that a consumer-facing privacy policy does not address.

This blog summarizes when a privacy policy is legally required, when additional point-of-collection disclosures are appropriate, and how consumer and workforce requirements can overlap. Continue reading →

[Client Alert] New California Employment Law – “Workplace Know Your Rights Act”

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By Kimberly Cole

California enacted a new law called the “Workplace Know Your Rights Act” (Senate Bill 294), now Labor Code sections 1550-1559.  This law provides emergency contact and anti-retaliation obligations in the event an employee is arrested or detained at work.  This requirement is mandatory and has upcoming deadlines.

Two important deadlines for California employers: February 1, 2026, and March 30, 2026.

By February 1, 2026, Notice Provided

Notice must be provided to employees by February 1, 2026.  Thereafter, the employees must receive the form notice, which will likely need to be amended year to year, on an annual basis.  This notice must be provided in the manner employers usually provide such notices – including by email, by hand, or even by posting in a breakroom.  The law even permits receipt by text message.  Employers must ensure that the method provided does not run afoul of other limitations, for example restrictions on the use of a personal device or prohibitions against off-the-clock work.

This law addresses seven specific areas, which are detailed in the form notice, including: Continue reading →

[Webinar] Employer Compliance with Workplace Laws in 2026: A Discussion of DOL, NLRB, and EEOC Priorities

Theresa Jordan Leave a comment

Join Kara M. Maciel, Scott Hecker, and Letitia Silas on Thursday, February 12, 2026, at 1 pm ET / 10 am PT, for a webinar titled “Employer Compliance with Workplace Laws in 2026: A Discussion of DOL, NLRB, and EEOC Priorities.”

This timely presentation provides an overview of the federal regulatory and enforcement landscapes that will shape employers’ obligations and workplace practices in 2026. More than a year into the second Trump Administration, key leadership positions have been filled, allowing agencies – including the Department of Labor, the National Labor Relations Board, and the Equal Employment Opportunity Commission – to develop and implement major priorities.

Our discussion will highlight Continue reading →

Reading the Tea Leaves: What are the Wage and Hour Division’s Priorities in Year Two of Trump 2.0

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By Scott Hecker

With a little more than a year of the Second Trump Administration in the books, we are getting a better idea of the President’s priorities, including at the U.S. DOL’s Wage and Hour Division (“WHD”).  Rulemaking plans described by the current Spring 2025 Unified Agenda are limited, but there are other avenues to deduce WHD’s points of emphasis, for example, through press releases and opinion letters.  This blog entry focuses on the latter, including a recent batch representing the first letters signed by WHD Administrator Andrew Rogers, who was confirmed by the Senate on October 7, 2025, during the government shutdown.

WHD Opinion Letters

Opinions issued by DOL cover numerous statutes, but we will address some recent activity concerning the Fair Labor Standards Act (“FLSA”).  According to the Department, opinion letters represent “an official ruling or interpretation of the Wage and Hour Division,” and “[s]uch rulings provide a potential good faith reliance defense for actions that may otherwise constitute violations of the FLSA . . . .” Continue reading →

Former Regional OSHA Counsel for DOL’s Atlanta Region Rachel L. Graeber Joins Conn Maciel Carey as Chair of the Firm’s Southeast Practice

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ATLANTA, GA (January 21, 2026) – Conn Maciel Carey LLP (“CMC”), a national boutique OSHA/MSHA • Workplace Safety and Employment/Labor law firm, is pleased to announce that Rachel L. Graeber has joined the firm as a Partner and Chair of its Southeast Practice. Rachel, an accomplished and seasoned federal litigator with more than 15 years of experience, most recently served as the Regional OSHA Counsel with the Department of Labor (DOL), Office of the Solicitor for the Atlanta Region (formerly Region IV).

Eric J. Conn, a Co-founding Partner of Conn Maciel Carey and Chair of the firm’s national OSHA • Workplace Safety Practice, said, “Practicing law is rewarding when it’s with and against truly talented attorneys, and in that regard, Rachel was the quintessential respected adversary. When we had cases against each other, she proved to be a most effective advocate, strategic litigator, and creative negotiator. She was at the helm of high-profile litigation successes in complex and high-stakes matters for OSHA and MSHA. No one better to lead CMC’s support for our clients operating throughout the Southeast region.” Continue reading →

CMC Expands its Workplace Safety Practice Group with the Addition of Environmental Regulatory Veteran Chris Vamos to its DC Office

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Conn Maciel Carey LLP (“CMC”), a national boutique OSHA/MSHA • Workplace Safety and Employment/Labor law firm, is pleased to announce that John Christopher (Chris) Vamos has joined the firm as Of Counsel in its Washington, DC, office. Chris has three decades of experience as an attorney and engineer providing comprehensive environmental, hazardous chemical management, and hazmat transportation support to industrial and manufacturing clients in the iron and steel, electric utility, metallic mineral mining, and high technology sectors.

Eric J. Conn, founding partner of Conn Maciel Carey and chair of the firm’s national OSHA & Workplace Safety Practice Group, said, “Environmental regulatory risk is always lurking nearby the workplace safety and health challenges with which we support our clients, so bringing on Chris provides the perfect complement to our team. And Chris’ engineering background gives him a unique legal and technical eye when it comes to understanding complex industrial and manufacturing processes. He is always three steps ahead anticipating legal risks and developing solutions that address the operational needs of his clients. He will be a great addition to our team.”

Continue reading →

Announcing Conn Maciel Carey LLP’s 2026 Labor & Employment Webinar Series

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The legal landscape facing employers remains complex. Navigating the evolving patchwork of federal, state, and local workplace laws can feel like a full-time responsibility for employers, human resources professionals, in-house counsel, and business leaders alike. As the second term of President Trump’s Administration progresses, employers should continue to monitor developments at key federal agencies, including the NLRB, the U.S. Department of Labor, and the EEOC, as well as emerging trends in the federal courts. At the same time, state and local legislatures across the country remain active, introducing new employment-related laws and regulations that can significantly impact day-to-day operations. Staying informed and proactive is more critical than ever for employers seeking to manage risk and maintain compliance. ​

Conn Maciel Carey’s complimentary 2026 Labor and Employment Webinar Series, which includes monthly programs (sometimes more often, if events warrant) put on by attorneys in the firm’s national Labor and Employment Practice, will focus on a host of the most challenging and timely issues facing employers, examine past trends, and look ahead at the issues most likely to arise.​

To register for an individual webinar in the series, click on the link in the program description below. Continue reading →

From Big Law to Boutique: CMC Co-Founder Kara M. Maciel Shares Her Firm-Building Journey with founded by women

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In a candid interview with founded by women—a publication dedicated to spotlighting women founders, leaders, and entrepreneurs across industries—Kara M. Maciel, Co-Founding Partner and Chair of the Labor & Employment Practice Group at Conn Maciel Carey LLP, reflects on her decision to leave Big Law and build a national boutique firm.

Drawing on her experience as a former Am Law 200 practice chair, Kara shares what motivated her to create a firm focused on delivering practical, business-minded guidance to employers navigating increasingly complex workplace regulations. She also offers firsthand insight into what it takes to build a law firm from the ground up, sharing lessons learned, particularly for women considering launching their own law practices. Continue reading →