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On July 8, 2025, the U.S. Supreme Court ruled that federal agencies can resume conducting reductions in force (RIFs) in compliance with the Trump Administration’s directive to substantially reduce the size of the federal workforce. In doing so, the Court suspended a preliminary injunction issued by the U.S.
In many cases, asserting your legal rights as a federal employee involves filing a complaint with the U.S. Equal Employment Opportunity Commission (EEOC). The EEO complaint process exists specifically to help ensure that federal employees can hold their agencies accountable when necessary.
Employees in New York who have disabilities that impact their ability to work are entitled to reasonable accommodations in most circumstances. When employers wrongfully deny their employees’ requests for reasonable accommodations, they can—and should—be held accountable. With this in mind, what do you need to know—and what do you need to do—if you have been denied a reasonable accommodation?
If you are a victim of discrimination in the workplace, you have clear legal rights under state and federal law. From Title VII of the Civil Rights Act of 1964 (Title VII) to the New York State Human Rights Law (SHRL), several laws protect employees in New York against discrimination on the job. But, as a victim of workplace discrimination, it is up to you to take legal action.
For federal employees, taking action against wrongful adverse employment actions often involves filing an appeal with the Merit Systems Protection Board (MSPB). The MSPB is an independent, quasi-judicial agency in the Executive branch, and it is tasked specifically with handling federal employees’ (and former federal employees’) complaints involving certain types of prohibited personnel practices and other violations of federal employees’ rights. If you need to file an MSPB appeal, there is a lot you need to know.
U.S. Immigration and Customs Enforcement (ICE) conducts I-9 audits (or I-9 inspections) to assess employers’ compliance with the federal requirements for confirming employees’ eligibility to work in the United States. When facing an I-9 audit, employers must quickly prepare as thoroughly as possible, and they must make informed decisions about how to approach the audit based on the risks involved.