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    • PENSION AND BENEFIT PLANS—11th Cir.: Eleventh Circuit overrules holding that ERISA requires exhaustion of statutory claims
    • AI NEWS—Google’s plans for airline’s employee data prompts privacy warning from 121 lawmakers
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    • DISCRIMINATION—RACE—N.D. Ill.: Discharged Black grocery store employee’s claim based on white supervisor’s perceived dislike fails
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    • DISCRIMINATION—SEX—E.D.N.Y.: Nursing care network faces trial on transgender CNA’s hostile environment claims
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    • EEOC NEWS—Italian restaurant chain will pay $3M to resolve sexually hostile work environment allegations
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    • EMPLOYEE LEAVE—E.D. Pa.: Casino employee’s disability and FMLA discrimination, retaliation claims unsubstantiated
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    • EMPLOYEE LEAVE—N.D. Ohio: Utility worker, fired after being cleared of FMLA misuse, advances retaliation, interference claims
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    • EXPERT INSIGHTS—A federal court upheld a $1.9 million verdict over ‘compilation’ trade secrets—here's why
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    • EXPERT INSIGHTS—California expands protections against immigration-related workplace retaliation
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    • FEDERAL REGULATIONS—FLRA restores decision-making process rules after court vacates changes
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    • FEDERAL REGULATIONS—OPM direct final rule updates FMLA regs to reflect expanded leave eligibility for federal workers
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    • LABOR—ARBITRATION—Municipal crew leader reinstated after city fails to prove misconduct
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    • WAGE-HOUR—WORKING TIME—2d Cir.: Lidl employees’ ‘time-shaving’ claims, concerning pre-shift waiting requirement, revived
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    Labor & Employment Law Daily Wrap Up, FEDERAL REGULATIONS—OPM direct final rule updates FMLA regs to reflect expanded leave eligibility for federal workers, (Oct 14, 2026)

    By Brandi O. Brown, J.D.

    According to OPM, the rule makes a series of technical revisions to federal FMLA regulations in light of 2021 and 2023 statutory changes and codifies guidance found in related memoranda.

    The Office of Personnel Management is issuing a direct final rul ...

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