Compliance Stuff

  President Trump just rescinded an executive order that mandated a higher minimum wage for workers on federal contracts. The Biden-era order initially set the wage to $15 an hour in 2022, and it was ultimately raised to $17.75 earlier this year. Trump’s move was part of a March 14 order rescinding 18 actions from the prior administration – in addition to the 78 nixed on his first day in office. What does this mean for federal contractors and what should you do now? Although Biden’s minimum wage order is no longer in effect, federal contractors still have wage obligations under federal, state, and local laws. Here’s an overview of how we got here and what you should consider doing now. Key Points for Federal Contractors Biden’s Order Raised Contractor Wage:  Under President Biden’s Executive Order 14026, the applicable minimum wage rate for workers performing work on or in connection with certain covered federal contracts was raised to $15 in 2022. The order provided a boost ...

With a new presidential administration and the start of the 2025 Regular Session of the Florida Legislature, Florida employers face a dynamic landscape of evolving workplace policies and legal requirements. From updates in discrimination and harassment prevention to new leave laws and medical marijuana protections, updating handbooks to stay compliant is more crucial than ever. Quick Hits Florida employers are facing a complex landscape of evolving workplace policies and legal requirements in 2025, including updates in discrimination prevention, leave laws, and medical marijuana protections. Employers may want to regularly review and update their workplace policies to ensure compliance with changing laws, particularly in areas like discrimination, harassment, leave policies, and wage disputes . Key updates for Florida employee handbooks in 2025 include removing references to outdated presidential executive orders, implementing reasonable suspicion drug testing, and ensuring compliance...

  The federal government has filed motions to stay two ongoing appeals of rulings that blocked the Federal Trade Commission’s (FTC) rule banning noncompete agreements. Quick Hits The Trump administration is seeking to pause the FTC’s pursuit of appeals of two district court decisions that blocked the FTC’s rule banning noncompetes, suggesting an expected shift in the government’s approach to the rule. Despite the motions to stay, and though the FTC may not pursue any further formal rulemaking on the issue, FTC Chairman Andrew N. Ferguson is continuing to emphasize his view that noncompete agreements potentially harm competition in labor markets. The Government’s Motions On April 23, 2024, the Biden-era FTC under then-Chair Lina Khan  voted 3–2 to adopt a final rule  that would have banned nearly all noncompete agreements in employment. The vote split along party lines, with both Republican commissioners voting against it. In a dissenting statement issued on June 28, 2024,...

  On March 14, 2025, the U.S. Court of Appeals for the Fourth Circuit granted the government’s request to stay a Maryland federal judge’s nationwide preliminary injunction that h ad blocked key portions of the president’s executive orders (EO) related to diversity, equity, and inclusion (DEI), meaning the provisions are again enforceable as the appellate court mulls the lawfulness of the EOs. Quick Hits A panel for the Fourth Circuit granted the government’s request to stay a nationwide preliminary injunction that had blocked three key provisions of President Donald Trump’s DEI-related EOs. The ruling comes after the federal judge in Maryland who issued the preliminary injunction had raised concerns over reports that federal agencies were potentially violating the ruling. A three-judge panel for the Fourth Circuit ruled that the government had met its burden to stay, pending appeal, the  nationwide preliminary injunction  enjoining the termination, certification, and enfo...