Publications

Michael joins us after more than two decades immersed in labor and employment law — including nearly fifteen years with Hyatt Hotels Corporation, most recently serving as Head of Labor Relations – Americas.

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In February 2026, the U.S. Equal Employment Opportunity Commission (“EEOC”), together with the Office of Personnel Management, issued updated guidance addressing when telework may qualify as a reasonable accommodation. The guidance is directed to federal agencies under the Rehabilitation Act, but reflects the same standards that apply to private employers under the Americans with Disabilities Act (“ADA”). This guidance comes at a time when many employers are reinforcing return-to-office expectations and seeking clarity on how telework requests must be handled.

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The One Big Beautiful Bill Act (“OBBBA”), enacted in July 2025, temporarily eliminates taxes on qualified overtime and qualified tips through 2028. This new law is intended to reduce taxable income for hourly and tipped employees by allowing up to a $12,500 (single) or $25,000 (married filing jointly) deduction for qualified overtime compensation and up to a $25,000 deduction for qualified tip income. This is particularly relevant to employers whose workforces rely heavily on gratuities and overtime.

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On October 8, 2025, California Governor Gavin Newsom signed into law Senate Bill 642 (SB 642) further strengthening California’s wage transparency and pay equity laws. SB 642 amends Labor Code Sections 432.3 and 1197.5, introducing several key changes that took effect on January 1, 2026. While pay scale and pay equity requirements already exist in California, SB 642 clarifies and expands its requirements, which may impact long-term exposure.

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Effective July 17, 2026, more New Jersey employers will be required to provide extensive family leave to eligible employees, and those employees will enjoy job protection. Starting in July 2026, employers with 15 or more employees who worked at least 20 calendar weeks that year or in the previous year will be required to provide New Jersey Family Leave, i.e., to allow employees to take up to 12 weeks of unpaid leave in a two-year period to care for a seriously ill family member or bond with a new child. As of July 2027, the law will apply to employers with only 10 or more employees and as of July 2028, employers with only 5 or more employees will be required to provide leave.

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Governor Gavin Newsom signed Senate Bill 648 (SB 648) into law on July 30, 2025, marking a significant step in California’s ongoing efforts to protect service industry workers from wage and tip theft. Effective January 1, 2026, SB 648 amends the Labor Code by strengthening enforcement mechanisms related to gratuities and equipping state officials with enhanced tools to ensure workers receive the wages and tips they earn. While existing law already prohibits employers from withholding employee tips, SB 648 expands and clarifies the state’s ability to enforce these protections. The legislation is particularly impactful for employers in the hospitality, restaurant, and tourism sectors.

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California has enacted a new law that bans “stay-or-pay” agreements — arrangements that require employees to pay money back if they leave their job before a certain time. These agreements are frequently used in relation to paid-for training and hiring bonuses.

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Effective January 1, 2026, California added new requirements related to annual pay data reporting for large employers. Senate Bill 464 amends Labor Code section 12999, which requires that employers with 100 or more employees submit annual pay data reports. The amendment requires that employers store demographic data separately from employee personnel files, expands pay data reporting requirements, and provides for civil penalties for violations of Labor Code Section 12999.

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California lawmakers have enacted a significant change to civil sexual assault litigation that took effect on January 1, 2026. Governor Gavin Newsom signed into law, Assembly Bill 250 (“AB 250”), in which adult survivors of sexual assault may again be able to pursue civil lawsuits that would otherwise be barred by the statute of limitations. The legislation creates a limited two-year “revival” or “look-back” period, allowing certain previously expired claims to be filed between January 1, 2026, and December 31, 2027.

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Effective September 8, 2025, the new minimum wage rate for hotels with sixty or more rooms has been raised to $22.50 after a temporary stay of the increase was lifted.

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