Written By: Theresa McCarthy Effective July 1, 2026, Virginia enacted one of the most significant packages of employment law reforms in recent years. If your business has employees in Virginia, these changes may affect your workplace. While several of these new laws will not take effect immediately, many require employers to begin planning now to ensure policies, handbooks, payroll practices, …
By Theresa McCarthy On July 29, 2025, Federal Guidance on DEI Programs was issued by the U.S. Department of Justice (DOJ). A memorandum on DEI-related policies and practices that it considers unlawful. The memorandum provides examples of best practices to ensure that programs comply with federal discrimination laws. The guidance applies to entities that receive federal financial assistance or must …
Businesses should prepare for shifts in federal employment regulations, administrative policies, and the workplace under the new Trump administration. The following sets forth likely changes of interest to employers.
The Department of Labor (DOL) issued a revised “Employee Rights Under the Fair Labor Standards Act” poster in May 2023 which replaces the previous version of the poster.
The Banks Law Firm has relocated to accommodate increased demand for its services. Founded in 1994 in downtown Durham, the Firm has also established offices in Atlanta and Houston.
Navigating COVID-19 compliance during this challenging time is a struggle for many employers. The current global pandemic is something employers have not faced before. Below, we have compiled links to relevant information which may be useful during this time of uncertainty.
Non-competition agreements (also referred to as “covenants not to compete” or “non-competes”) are restrictive covenants used to limit the employment and business activities of former employees.
Recently, the United States Court of Appeals for the Seventh Circuit became the first federal appellate court in the country to hold that discrimination on the basis of sexual orientation is prohibited under Title VII of the Civil Rights Act of 1964 (Title VII).
In late August 2016, the U.S. Equal Employment Opportunity Commission (EEOC) issued Enforcement Guidance on Retaliation and Related Issues, a sub-regulatory document that addresses the Commission’s interpretation of the law related to retaliation in the workplace.
The U.S. Equal Employment Opportunity Commission (“EEOC”) has implemented new nationwide procedures regarding the disclosure of position statements which may impact how some public and private employers respond to EEOC charges.