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    • ARBITRATION—9th Cir.: SpaceX can’t compel former employees to arbitrate claims they were fired for opposing sexual harassment
    • AGENCY NEWS—OPM issues memos on final rules overhauling workforce planning, employee surveys, and senior professional performance management
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    • DISCRIMINATION—DISABILITY—S.D. Miss.: Casino employee’s ADA claim fails due to lack of possible accommodation
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    • DISCRIMINATION—RACE—D.D.C.: Former Amtrak employees fail to show bias motivated termination decisions
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    • EXPERT INSIGHTS—Before the algorithm decides: Connecticut's 2027 rules for artificial intelligence in employment
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    • EXPERT INSIGHTS—Wisconsin court expands employers' duty to rehire injured workers
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    • LABOR NEWS—Workers at Safeway, Exobat, Encore Boston Harbor win better contracts; Pepsi-Cola drivers authorize strike, AGNE workers on strike
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    • WAGE-HOUR—SETTLEMENTS—N.D. Tex.: Court grants approval of $2.3 million settlement of restaurant servers’ wage claims
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    Labor & Employment Law Daily Wrap Up, EXPERT INSIGHTS—Before the algorithm decides: Connecticut's 2027 rules for artificial intelligence in employment, (Nov 12, 2026)

    Law Firms Mentioned:Foley & Lardner

    By Victoria Stockton Breese and Tori Esquivel of Foley & Lardner

    Beginning in 2027, Connecticut employers using artificial intelligence (AI) in recruiting or workforce management will face new disclosure requirements under Connecticut Public Act 26-15, enacted in 2026 as part of the state's broader legislation reg ...

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