With no federal plan in place to guide AI regulation or oversight, states have begun tackling the matter by drawing from the European Union’s (EU) regulatory framework, which establishes a risk-based approach for regulating AI systems and activities. In May, Governor Jared Polis signed the Colorado AI Act, which places new requirements on AI systems. The new law, which takes effect in 2026, impacts AI developers and deployers – including businesses and employers that require
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Artificial intelligence (AI) is transforming industries at an unprecedented rate, raising concerns about its potential to replace many human jobs within the next five years. According to the U.S. Department of Labor (DOL), the speed of integration of AI into the workplace could pose significant risks, including job displacement in every industry and profession. Workers whose roles are heavily based on repetitive and diagnostic tasks are at high risk of displacement by AI systems, as well
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In a recent landmark vote, the Federal Trade Commission (FTC) banned nearly all existing and future noncompete agreements. The FTC has long argued that binding noncompete agreements are an unfair method of competition under Section 5 of the FTC Act. For employees, understanding the details of this new regulation and knowing the necessary steps to take is crucial, as the new rule will significantly reshape the employment landscape. Who Will Be Affected? The FTC’s ban
Read More... →The Supreme Court’s recent decision in Smith v. Spizzirri clarifies how courts should handle lawsuits in matters that are subject to mandatory arbitration. Under Section 3 of the Federal Arbitration Act (FAA), if any lawsuit involving an issue covered by a written arbitration agreement is brought in a U.S. court, the court must, upon request by one of the parties, stay the trial until the arbitration is completed. In Spizzirri, the high court held that
Read More... →The Federal Trade Commission (FTC) recently voted to ban almost all existing and future noncompete agreements. The Final Rule states that noncompetes are considered an unfair method of competition that violates Section 5 of the FTC Act. The ban will not apply to noncompetes held by senior executives. The Final Rule defines a senior executive as someone earning more than $151,164 annually and holds a policy making position. The ban will also not apply to
Read More... →The Equal Employment Opportunity Commission (EEOC) issued its final regulation to carry out the Pregnant Workers Fairness Act (PWFA), previously enacted in 2023. The PWFA requires covered employers to make reasonable accommodations related to an employee’s pregnancy, childbirth, or pregnancy-related medical conditions. Employers are not required to make accommodations if doing so would cause undue hardship. The Final Rule on the PWFA intends to “fill the gaps” of federal protection for employees. The Final Rule
Read More... →Potomac Legal Group is excited to announce that our Firm has moved to a new office location. Our new address is 11200 Rockville Pike, Suite 500, Rockville, MD 20852. Our new Firm office space is designed to better serve your needs and provide an improved experience when working with us. Please update your records with our new Firm address to ensure that all future correspondence is directed to the correct location. Our Firm phone number
Read More... →The Supreme Court unanimously vacated a decision that requires discriminated employees to demonstrate a “materially significant” disadvantage for discrimination claims. The Court held that employees, under Title VII of the Civil Human Rights Act of 1964 (Title VII), must only show some harm with respect to “an identifiable term or condition of their employment”, but that harm need not be significant. The Supreme Court’s decision stems from Muldrow v. City of St. Louis, Missouri, a lawsuit brought by
Read More... →The Federal Trade Commission (FTC) has announced that it will vote on a proposed rule that would ban most noncompete agreements for employees. If passed, the FTC predicts the new rule would increase employee wages and expand career opportunities. The noncompete ban would apply to paid or unpaid employees, as well as independent contractors. The ban would make it unlawful to enter into, attempt to enter into, or maintain the enforceability of noncompete agreements. Employers
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