In early 2025, federal contractors were hit with sweeping regulatory changes that mark a significant shift in how the government approaches affirmative action, diversity mandates, and labor standards. These developments stem from Executive Order 14173, signed in January, which reverses decades of policy under previous administrations. What Changed? One of the most impactful shifts is the rollback of affirmative action requirements that have long applied to federal contractors. Executive Order 14173 repeals key provisions of Executive Order 11246, which mandated nondiscrimination in employment practices based on race, gender identity, and sexual orientation. In practice, this means contractors are no longer required to include clauses like the “Prohibition of Segregated Facilities” (FAR 52.222-21) in their contracts. Federal agencies—including the General Services Administration (GSA) and Department of Defense (DoD)—have already begun updating their contracts and compliance procedures. At the same time, enforcement responsibilities are being centralized under the Department of Labor’s Office of the Assistant Secretary for Policy, diminishing the role of the Office of Federal Contract Compliance Programs (OFCCP). DEI Programs Under Scrutiny In addition to eliminating affirmative action mandates, the executive order calls for the removal of existing Diversity, Equity, Inclusion, and Accessibility (DEIA) initiatives that may be interpreted as discriminatory or noncompliant with federal law. This has put pressure on federal contractors to reexamine their internal DEI policies and training programs. Major companies, including Google, are already adjusting their practices to align with the new federal guidelines. Wage Reductions for Federal Contract Workers Another controversial change involves federal contractor wages. The administration has rolled back the federal minimum wage for contract workers from $17.75 per hour, which was implemented under a 2021 order, back to pre-2021 levels. This affects a wide range of employees, from janitorial staff to food service workers, many of whom were guaranteed higher wages in recent years. What Contractors Should Do Now With so much in flux, it’s critical for contractors to: Review existing contracts and prepare for updated language and clauses. Audit current DEI policies and consult legal counsel to ensure compliance with the new rules. Reevaluate compensation structures for federally contracted employees. Stay informed about upcoming guidance from the Department of Labor and contracting agencies. These changes represent a seismic policy shift that could reshape the federal contracting landscape for years to come. Whether you agree with the direction or not, adapting early and staying compliant will be key to maintaining eligibility and good standing in federal procurement.

Every employee deserves to feel safe at work. But for too many people, that sense of security is disrupted by threats, harassment, or even physical violence. That’s why April is designated as Workplace Violence Awareness Month—a time to spotlight the issue, share resources, and empower both workers and employers to take action. What Is Workplace Violence? Workplace violence includes any act or threat of physical violence, harassment, intimidation, or other threatening disruptive behavior that occurs at the work site. It can affect—and be carried out by—employees, clients, customers, or visitors. This broad definition includes: Verbal abuse or threats Bullying and harassment Stalking or intimidation Physical assaults Domestic violence that spills into the workplace Active shooter situations No workplace is immune. Healthcare, education, retail, and public service sectors are especially vulnerable, but violence can happen in any setting. Why Awareness Matters Raising awareness is the first step toward prevention. Many employees don’t report concerning behaviors because they fear retaliation or believe nothing will be done. Employers may not know how to spot early warning signs or may lack clear policies for prevention and response. Workplace Violence Awareness Month encourages organizations to: Educate their teams on what workplace violence looks like Provide clear reporting procedures Offer training on de-escalation and conflict resolution Foster a culture of open communication and respect What Employers Can Do Create or Update a Workplace Violence Prevention Policy.Outline what behaviors are unacceptable and the steps employees can take to report concerns. Provide Regular Training.Help staff recognize warning signs and know how to safely respond to aggressive or violent behavior. Encourage a Speak-Up Culture.Ensure employees feel safe and supported when reporting threats or violence. Support Affected Employees.Offer counseling, time off, or referrals to external resources after a violent incident. Evaluate Security Measures.Review physical security, visitor protocols, and emergency response plans. What Employees Can Do Be aware of your surroundings and trust your instincts Report threats or concerning behavior early Support colleagues who may be experiencing harassment or violence Know your employer’s policies and procedures Final Thoughts Workplace violence isn’t just a safety issue—it’s a human issue. It affects morale, productivity, and the mental health of everyone in the workplace. Let’s use April Workplace Violence Awareness Month as a call to action to create safer, more respectful, and more responsive work environments.

Medicaid is a vital safety net that provides healthcare coverage to millions of low-income individuals, families, and those with disabilities. However, proposed Medicaid cuts could have far-reaching consequences beyond just access to healthcare. These cuts could create significant disruptions in the workforce, affecting both employees and employers across various industries. The Impact on Workers For many low-income workers, Medicaid is their only source of health coverage. If funding is reduced, they may lose access to essential medical services, leading to untreated health conditions. This could force employees to work while sick, reducing their productivity and increasing the likelihood of workplace accidents or errors. In industries such as food service, retail, and manufacturing—where physical labor is often required—employees working through illness could pose risks to both themselves and others. Additionally, Medicaid supports individuals with disabilities who rely on medical treatments and home care services to remain active in the workforce. Without adequate coverage, many of these individuals may be unable to maintain employment, further shrinking the labor force. This could exacerbate workforce shortages, particularly in sectors that already struggle with high turnover rates. Effects on Caregivers and Family Members Medicaid also plays a critical role in providing long-term care services for elderly and disabled individuals. Many family members who serve as caregivers depend on Medicaid to help cover the costs of home health aides and medical treatments. If Medicaid funding is reduced, caregivers may be forced to leave their jobs or cut back on work hours to provide care themselves, resulting in financial strain and lost productivity. This shift could disproportionately affect women, who make up the majority of unpaid caregivers in the U.S. The Employer Perspective Businesses may also feel the ripple effects of Medicaid cuts. Higher rates of absenteeism and presenteeism—when sick employees show up to work but are not fully productive—can lead to decreased efficiency and increased healthcare costs for employers. Additionally, industries that rely on Medicaid-supported workers, such as healthcare and home care services, may struggle with staffing shortages as employees face barriers to maintaining their own health. Moreover, Medicaid helps cover the costs of substance abuse treatment and mental health services. Reductions in these services could contribute to a rise in mental health crises and opioid addiction issues in the workplace, further straining employers and increasing the societal costs of untreated conditions. The Economic Ripple Effect Beyond individual workers and businesses, Medicaid cuts could have broader economic consequences. When workers lose access to healthcare, they may delay seeking treatment until emergency care is necessary, increasing costs for hospitals and taxpayers. Additionally, fewer healthy workers in the labor force could slow economic growth and reduce consumer spending, impacting local economies. Conclusion Medicaid is more than just a healthcare program—it is a fundamental support system that enables millions of Americans to work, care for their families, and contribute to the economy. Reducing Medicaid funding could lead to negative outcomes not only for those who rely on it directly but for businesses and communities as well. As policymakers consider changes to Medicaid, it is crucial to recognize its role in maintaining a strong, stable, and productive workforce.  

Navigating DEI and Discrimination in the Workplace: What Employers and Workers Need to Know In today’s evolving workplace, diversity, equity, and inclusion (DEI) initiatives play a vital role in fostering fair and respectful environments. However, recent guidance from the U.S. Equal Employment Opportunity Commission (EEOC) highlights how DEI-related practices, if improperly implemented, can lead to potential discrimination claims. Both employers and employees must understand their rights and responsibilities to promote inclusive workplaces while complying with federal anti-discrimination laws. Key Takeaways from the EEOC’s Guidance The EEOC recently released two essential resources: “Preventing and Addressing DEI-Related Discrimination” (March 2025) “What You Should Know About DEI-Related Discrimination” These publications clarify how DEI policies can, if not carefully executed, inadvertently violate Title VII of the Civil Rights Act of 1964, which prohibits discrimination based on race, color, religion, sex, and national origin. Key Areas of Concern Include: Selective Advancement: Favoring or disfavoring individuals based on race, gender, or other protected characteristics when making hiring, promotion, or training decisions. Exclusionary Practices: DEI programs that unintentionally exclude or disadvantage certain groups (e.g., limiting leadership development opportunities to only specific demographics). Harassment Risks: DEI-related discussions or training that create a hostile or offensive environment for some employees. ✅ For Employers: How to Implement DEI Initiatives Responsibly Employers can promote DEI effectively while reducing legal risks by following these best practices: 1. Ensure DEI Programs Align with Anti-Discrimination Laws Focus on equal opportunity: DEI efforts should aim to expand access for all qualified individuals rather than favoring or disadvantaging particular groups. Use inclusive language: Avoid program names or descriptions that could be perceived as exclusionary. For example, use “Leadership Development for Underrepresented Groups” instead of “Women-Only Leadership Program.” 2. Review Hiring and Promotion Practices Objective criteria: Ensure hiring and promotion decisions are based on skills, qualifications, and performance, not protected characteristics. Document decisions: Maintain clear records showing that employment decisions are based on legitimate business reasons. 3. Provide Comprehensive DEI Training Balance sensitivity with legality: Educate employees on recognizing unconscious bias and promoting inclusion, but avoid messaging that could be interpreted as stereotyping or divisive. Promote respectful dialogue: Encourage open conversations while emphasizing respect for differing perspectives. 4. Regularly Audit and Update DEI Programs Conduct legal reviews: Have counsel or HR experts periodically review DEI policies to ensure they comply with EEOC regulations. Measure effectiveness: Use employee surveys and diversity metrics to assess whether DEI programs are promoting inclusion without creating inequities. ✅ For Employees: How to Protect Your Rights Workers should understand their rights regarding DEI-related discrimination and take proactive steps to safeguard themselves. 1. Know Your Rights Equal treatment: You have the right to fair treatment in all employment decisions, regardless of your race, gender, or other protected characteristics. No retaliation: It is illegal for employers to retaliate against you for reporting discrimination or harassment. 2. Speak Up About Concerns Document incidents: If you experience or witness DEI-related discrimination, keep detailed records of what occurred, including dates, times, and witnesses. Report internally first: Follow your company’s procedures by reporting the incident to HR or a designated contact person. File with the EEOC if necessary: If internal efforts fail, you can file a charge of discrimination with the EEOC. 3. Participate in DEI Initiatives Respectfully Engage constructively: When participating in DEI programs, share your perspectives respectfully and be open to different viewpoints. Seek clarification: If any DEI training makes you uncomfortable or seems discriminatory, ask questions or seek legal guidance. 🌟 Conclusion: Striking the Right Balance DEI programs are essential for promoting workplace fairness, but they must be carefully crafted to comply with anti-discrimination laws. Employers should focus on inclusive practices that benefit all employees, while workers should be aware of their rights and advocate for fair treatment. By fostering open communication and ensuring compliance with EEOC guidance, organizations can build diverse, respectful, and legally sound workplaces. ✅ If you have concerns about DEI-related policies or workplace discrimination, consider consulting with an employment law attorney to understand your rights and options.

In a significant policy shift, a new Executive Order and recent publications from the U.S. Department of Education have outlined an enforcement strategy aimed at regulating Diversity, Equity, and Inclusion (DEI) initiatives in educational institutions and the private sector. This development underscores the federal government’s intent to ensure that DEI programs align with legal standards and uphold principles of fairness and equal opportunity. Understanding the Enforcement Strategy The outlined enforcement strategy introduces increased oversight over DEI programs, focusing on ensuring that these initiatives comply with federal laws, including civil rights and anti-discrimination statutes. Key components of the strategy include: Compliance Audits: Educational institutions and private sector businesses may be subject to audits to ensure DEI initiatives do not inadvertently violate anti-discrimination laws or create exclusive environments that disadvantage certain groups. Policy Reviews: Organizations will be encouraged, and in some cases required, to review and potentially revise existing DEI policies to ensure alignment with federal guidelines. This includes examining recruitment, hiring, promotion practices, and educational programming. Increased Reporting Requirements: Institutions may face heightened obligations to document and report their DEI strategies, ensuring transparency and accountability in how these programs are designed and implemented. Enforcement Actions: Non-compliance may result in corrective actions, penalties, or loss of federal funding. The strategy emphasizes that all DEI efforts must promote inclusivity without infringing on the rights of any individual or group. What Educational Institutions Need to Do Educational institutions must proactively assess their DEI programs to ensure compliance. Key steps include: Conduct Internal Audits: Regularly review DEI initiatives, policies, and procedures to identify potential areas of non-compliance. Engage Legal Counsel: Work with legal experts to interpret federal guidelines and adjust programs accordingly. Training and Education: Provide staff and faculty with training on lawful DEI practices to ensure consistent application across departments. Transparent Communication: Clearly communicate the purpose and scope of DEI initiatives to avoid misunderstandings or misinterpretations that could lead to compliance issues. What Private Sector Businesses Need to Do Private sector organizations should take similar proactive measures: Review Hiring and Promotion Practices: Ensure that diversity initiatives do not unintentionally exclude qualified candidates or employees based on protected characteristics. Revise DEI Policies: Align corporate DEI policies with federal regulations, focusing on fairness and inclusivity. Document and Report: Maintain thorough documentation of DEI strategies and be prepared to demonstrate how these initiatives promote equitable opportunities. Monitor Legal Developments: Stay informed about evolving federal policies to ensure ongoing compliance. Final Thoughts This new enforcement strategy signals a shift toward more structured oversight of DEI programs. While the objective is not to diminish the importance of diversity and inclusion, it emphasizes that such initiatives must operate within the bounds of existing legal frameworks. By proactively reviewing and adjusting DEI strategies, educational institutions and private businesses can continue fostering inclusive environments while maintaining compliance with federal requirements.

Protections for pregnant workers and new mothers are vital to fostering equitable, inclusive, and productive workplaces. These safeguards ensure that women can maintain their health, job security, and financial stability during and after pregnancy. Without such protections, pregnant employees and new mothers may face unfair treatment, limited career opportunities, or even job loss. Supporting these workers not only upholds legal and ethical standards but also promotes employee well-being, retention, and productivity. Ultimately, workplaces that prioritize these protections help create a culture of respect, diversity, and long-term success. Federal Protections: The Pregnant Workers Fairness Act (PWFA) A significant advancement in federal law is the Pregnant Workers Fairness Act (PWFA), which went into effect on June 27, 2023. Administered and enforced by the Equal Employment Opportunity Commission (EEOC), the PWFA requires covered employers to provide reasonable accommodations to workers’ known limitations related to pregnancy, childbirth, or related medical conditions, unless such accommodations would cause undue hardship to the employer. eeoc.gov The EEOC issued its final regulations to implement the PWFA on April 15, 2024, which became effective on June 18, 2024. These regulations provide detailed guidance to employers and employees regarding their rights and responsibilities under the law. eeoc.gov State-Level Initiatives: Recent Developments In addition to federal protections, various states have enacted laws to further support pregnant workers and new mothers. As of recent counts, thirty states, Washington D.C., and four localities have pregnancy accommodation laws that require employers to provide reasonable accommodations for pregnant and postpartum workers. abetterbalance.org For instance, New York has taken a pioneering step by implementing a law effective January 1, 2025, that mandates employers to provide at least 20 hours of paid leave for pregnant workers to attend prenatal medical appointments. This makes New York the first state to offer paid prenatal leave, allowing employees to utilize the leave for various pregnancy-related medical appointments, including physical examinations and fertility treatments. apnews.com Challenges and Legal Actions Despite these advancements, challenges remain in ensuring consistent application of these protections. For example, a federal appeals court recently ruled that a lawsuit filed by 17 states against the EEOC over workplace accommodations for abortions can proceed. The states argue that the EEOC’s regulations under the PWFA illegally expand the scope of the law, highlighting ongoing debates about the extent of accommodations required. apnews.com Conclusion The landscape of protections for pregnant workers and new mothers is continually evolving, with significant strides made at both federal and state levels. The implementation of the PWFA marks a crucial federal commitment to supporting these workers, while state initiatives like New York’s paid prenatal leave demonstrate additional efforts to address specific needs. However, ongoing legal challenges indicate that the interpretation and application of these protections will continue to develop, necessitating vigilance and advocacy to ensure that the rights of pregnant workers and new mothers are upheld across all workplaces.