b'LEGALLY SPEAKING CSIA 29reduction in federal affirmative action reporting, audits,Action Items for Business Leadersand investigations. Review your companys compliance Revisit handbooks and policies: With red tape unwinding, posture:muchoftheoldOFCCPoversightmaysoonemployers should consider updating workplace rules to disappear, but employment laws like Title VII and otherrestore managerial discretion.anti-discrimination rules will persist under other agencies.Evaluateaffirmativeactionprograms:MostOFCCP DecliningUnionizationandChangingEnforcementrequirements will soon sunset for federal contractors. Priorities Maintain compliance with core non-discrimination laws, Private-sector unionization has hit a record low of 5.9%but expect far fewer reporting and audit demands.in2025,whilepublic-sectororganizingingovernment agencies remains strong. NLRB operationscritical forAudit government contractor arrangements: The federal managing union drives, disputes, and unfair labor practiceregulatoryheadwindsareeasing,butbesureyour claimsappear to be on pause until new Trump appointeespractices align with state-specific labor rules.are confirmed. During this time, labor-side filings are piling up, delaying resolutions and giving employers breathing Monitor for local union action: As federal oversight ebbs, room in industrial relations. local unions may attempt more organizing or workplace actions.Expect union collective bargaining demands to The EEOC is also scaling back enforcement on newerremain aggressiveprepare accordingly.protections related to sexual orientation, gender identity, andexpandedpregnancyandfamilycareconditions.BeprudentwithDEIefforts:Proceedwithprograms Lawsuits are ongoing, but for now, employers can expectgrounded in fairness and merit to minimize risks and a reduced regulatory presence on these issues, easingsupport effective hiring.compliance and cost burdens compared to previous years.BottomLine:2025couldbeabreakthroughyearfor Retreat from DEI Mandates and Affirmative Action operationalflexibilityandlowercompliancecostsfor Courts and the federal government are clamping downemployers.Bykeepingaclosewatchonregulatory on overt diversity, equity, and inclusion (DEI) programs,developments, you can secure new advantages and steer particularlyforthoseholdinggovernmentcontractsoryour business confidently through a shifting landscape.By Marc Fleischauer receiving federal aid. These changes made quota-driven DEIprogramsrisky,exposingemployerstopotentialFor more information, contact Taft.Certified SpecialistsCENTRAL STATES INSULATION ASSOCIATIONreverse discrimination lawsuits. Many affected companiesin Labor and Employment Law Bob Dunlevey (937-641-are pivoting to more neutral language in recruitment and1743)andMarcFleischauer(937-641-2086)represent HR practices, preserving a focus on merit while mitigatingemployers and trade associations throughout the United legal risk. States involving NLRB, EEOC, OSHA and DOL matters. TheyhaverepeatedlybeenawardedBestLawyersin Wage, Hour, and Workplace Safety Enforcement in aAmericaandSuperLawyerdesignationsinlaborand Holding Pattern employment law.TheDepartmentofLaborsWage-HourDivisionand OSHA have seen budget cuts and management shake- IfyouhavequestionsaboutICEenforcementefforts ups.Nationalrulesexpandingovertimeandminimumor need help conducting a self-audit of your companys wage coverageespecially relevant to supervisors andI-9orE-Verifycompliance,pleasecontactBob other skilled tradesare effectively shelved. EnforcementDunlevey(rdunlevey@taftlaw.com)orMarcFleischauer surges seen under the last administration have faded, and(mfleischauer@taftlaw.com) for more information.regulatoryrequirementsforCOVID-eraprotectionsare also loosening, though employers should continue to track guidelines from state officials.csiaonline.org'