A non-disparagement clause stops one or both parties from making negative public statements about the other, and in the United States it cannot override certain protected rights. Federal law still lets you file a charge with the EEOC, engage in protected concerted activity under the NLRA, and, since the Speak Out Act of 2022, avoid
2026 U.S. legal update on transgender bathroom rights: the EEOC ruling, state differences, and four steps to take if restroom access is denied.
There is no single, uniform federal right that guarantees transgender people access to the restroom of their choice everywhere in the United States. Instead, outcomes depend on a patchwork of Supreme Court holdings, agency decisions, and state statutes that shift by jurisdiction and setting. Recent developments in 2026, including a new EEOC federal sector appellate
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No federal paid family leave exists. Learn FMLA limits, where 14 states and D.C. offer benefits, and follow a 6 step claim checklist.
No. There is currently no federal law guaranteeing paid family leave for most private-sector workers. The Family and Medical Leave Act provides unpaid, job-protected leave to eligible employees, and it remains the only nationwide standard. States have stepped in with their own paid family leave programs, each with different funding rules, benefit amounts, and eligibility
U.S. adverse action notices explained: what must be included, employer compliance steps, and how to request a free report within 60 days.
An adverse action notice is a legally required communication telling a consumer or job applicant that a credit, employment, or service decision went against them because of information in a consumer report. Creditors and users of consumer reports, including most employers, must send one under the Equal Credit Opportunity Act’s Regulation B and the Fair
At will employment in the U.S.: learn the Montana exception, EEOC 180–300 day filing windows, what to save after a firing, and what to do next.
At-will employment means an employer or an employee can end the working relationship at any time, for almost any reason, without advance notice. Forty-nine states and the District of Columbia follow this rule as the default standard. Montana stands alone with a statute requiring good cause after a probationary period. Even under at-will rules, firing
