Insights

Washington – August 15, 2024: The 2025 edition of The Best Lawyers in America® has recognized 42 Crowell & Moring lawyers as "Best Lawyers" and 29 lawyers as “Ones to Watch.”

Washington – June 6, 2024: Crowell & Moring earned 78 rankings for 67 lawyers, as well as 41 national and statewide practice area rankings, in the Chambers USA 2024 guide. The rankings are driven by independent interviews of clients and lawyers at peer firms.

The United States Court of Appeals for the Sixth Circuit held, in an issue of first impression for that court, that the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act of 2021 (EFAA) renders an employer’s pre-dispute arbitration agreement unenforceable as to a plaintiff's entire lawsuit, whenever the lawsuit includes a viable sexual harassment claim.

On February 17, 2026, the U.S. Equal Employment Opportunity Commission (EEOC) filed a complaint against Coca-Cola Beverages Northeast, Inc., in the United States District Court for the District of New Hampshire, alleging that the company violated Title VII of the Civil Rights Act of 1964 (Title VII) by conducting an event limited to female employees. The EEOC’s lawsuit is one of several recent actions from the EEOC in furtherance of its efforts to end what it refers to as “unlawful DEI-motivated race and sex discrimination.” See EEOC and Justice Department Warn Against Unlawful DEI-Related Discrimination | U.S. Equal Employment Opportunity Commission.

The New Jersey Family Leave Act (NJFLA) entitles eligible employees to up to 12 weeks of unpaid, job-protected leave per 24-month period for bonding with a new child, caring for a seriously ill family member, or responding to certain public health emergencies. The law covers employers with 30 or more employees worldwide, and employees must have at least one year on the job and 1,000 hours worked in the preceding 12 months to qualify. Unlike the federal Family and Medical Leave Act (FMLA), the NJFLA does not cover an employee’s own serious health condition, but instead pairs with New Jersey’s Temporary Disability Insurance (TDI) and Family Leave Insurance (FLI) programs, which provide partial wage replacement — funded through employee payroll contributions — when employees are out on qualifying leave. 

This retailer-only roundtable discussion provides a safe space to take a deeper dive into the issues discussed in the morning’s plenary session on union organizing. We will provide attendees an opportunity to share experiences and exchange best practices on responses to the current wave of union organizing and more aggressive union demands, including an increased willingness to engage in economic strikes. Are you contemplating a different strategy regarding union organizing and, if so, what are the core principles? How are we, as employers in a time of dramatic change and economic uncertainty, able to address concerns that are front of mind to employees? 

Please join us for the next edition of Third Thursday – Crowell & Moring’s Labor and Employment Update, a webinar series dedicated to helping our clients stay on top of developing law and emerging compliance issues. Only five months in, 2014 has already been a very busy year for the Office of Federal Compliance Programs (OFCCP).  This month’s program will focus on recent developments in affirmative action and OFCCP enforcement initiatives. 

Please join us for the next edition of Third Thursday – Crowell & Moring's Labor and Employment Update, a webinar series dedicated to helping our clients stay on top of developing law, emerging compliance issues, and best practices.

In Collaboration with the IBJDuring this webinar we will dive into the European Directive on pay transparency that entered into force in June 2024 and has to be transposed for June 2026 in all EU Member States. This European Directive has the ambition to strengthen the application of the principle of equal pay for equal work or work of equal value between men and women, for all employees in all sectors. The Directive brings significant new reporting obligations and assessment obligations on employers that the EU Member States will publish. How will you have to calculate the threshold to know if your company as an employer falls under the scope of the Directive? And what happens when there is a gap in the equal pay? What will you have to do as an employer? What kind of enforcement does the Directive foresee? Lastly, did you know that in the US there is an Equal Pay Act that has been in force since 1963? How has that statute been applied in the US and what are the differences and similarities with the European Directive? Our special US guest will teach us some interesting US-insights.  

A status update on certification and enforcement targets under EO 14173 and what employers should know. The Lightning Round podcast is Crowell’s biweekly rundown on developments and trends in the Labor and Employment space.

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