This article examines the EEOC’s planned withdrawal of its 2012 criminal-records guidance and explains why employers remain subject to Title VII, the Fair Credit Reporting Act, and state and local hiring laws. It highlights continuing discrimination risks and practical steps businesses should take when reviewing background-check policies and employment screening procedures.
This article examines Apple’s trade secret lawsuit against former employees and OpenAI, explaining what the allegations reveal about employee departures, confidentiality agreements, trade secret protection, and the steps every employer should take to safeguard proprietary information.
This article explains the EEOC’s rescission of its long-standing Title VII voluntary affirmative action guidance, examining what the change means for employers, how existing Supreme Court precedent continues to apply, and why organizations should reassess hiring and DEI initiatives under the current enforcement landscape.
Federal agencies are making one point clear: employers remain responsible for AI-driven hiring and employment decisions, even when vendors supply the technology.
Hybrid work models, AI-driven analytics, and digital collaboration tools are redefining the modern workplace — and creating complex legal challenges for employers. From multi-state compliance and data privacy to whistleblower protections, Holon Law Partners helps businesses navigate this evolving landscape with clarity, compliance, and foresight.
Whistleblowers are essential to accountability, but in today’s polarized political climate, speaking up is riskier than ever.
A recent court ruling in Mobley v. Workday allows discrimination claims against an AI hiring tool provider to proceed, signaling growing legal scrutiny over automated employment decisions.
Virginia’s new High-Risk AI law (HB 2094) places strict requirements on employers using AI in hiring, promotions, or evaluations. Businesses must adopt risk management policies, conduct regular impact assessments, and disclose AI use to applicants—facing steep penalties for non-compliance or algorithmic bias.