Below is a review of the posts on Facebook and LinkedIn from the past week. You can check out the full posts by clicking on the links.
NOTE: remember that we now post every other day.
The posts on Monday 3/16/2026, here and here, alerted that DOL moves to loosen independent contractor regulations. As we said in our posts 3/14/2026, here and here on the NLRB joint employer rule, employers need to know the law so they can comply.
The U.S. Department of Labor announced it will move to rescind the Biden-era 2024 independent contractor rule (linked in the post) according to a document set to be published in the Federal Register. DOL’s Wage and Hour Division (WHD) looks to return to the “economic reality test” (also linked in the post) to determine whether a worker is an independent contractor under the Fair Labor Standards Act.
The economic reality test weighs whether the work is an individual’s main source of income through two core factors listed in the post. This move by DOL approach largely revives a final rule adopted in 2021 during Trump’s first term.
Employers should know that DOL said it also would use the same analysis in implementing the Family and Medical Leave Act and the Migrant and Seasonal Agricultural Worker Protection Act.
In a recent press briefing, a WHD administrator said it was important to replace – not just rescind – the 2024 final rule because DOL was concerned that the multiple economic reality factors described by the 2024 rule “were viewed as setting a higher and … broader bar” than the U.S. Supreme Court and other courts used to determine independent contractor status. What the spokesperson said in the goal is in the post.
Is this new/old proposed regulation more or less worker-friendly? It may be hard to say. There are nuances. Workers might favor the 2026 independent contractor classification because they’re working with several firms and don’t want to be “beholden to one corporation.” Why people might be doing that is explained in the post.
A 60-day public comment period ends April 28. DOL would then need to adopt a final rule.
TAKEAWAY: Employers and workers must know the criteria that will be sued to determine independent contractor status – keep your eyes on this.
The posts on Wednesday 3/18/2026, here and here, noted residents say their homes have become a living hell after pickleball court was erected outside. Does your condominium/homeowners’ association allow pickleball? This is causing issues nationally …
Mansion dwellers in a wealthy HOA have said their picturesque community has become a nuisance after a pickleball court was erected in their backyards (look at the photos that are part of the post). Homeowners in the Glen Abbey subdivision (about 45 minutes from downtown Atlanta), have been plagued by constant noise since tennis courts were converted to pickleball courts.
Matt and Camie Christensen said that it was impossible to escape the racket from the courts. Where they hear it is in the post as well as their thoughts as to the HOA’s part in it.
They said the noise from the tennis rackets didn’t travel to their homes as pickleball does. The Christensens have been living in the home with their children for over 10 years, but haven’t had any noise issues until the pickleball courts were installed.
Other Glen Abbey residents have echoed similar concerns, with Karol Mason agreeing that the noise was ‘everywhere’ in her home. She talked about what her kids do now – see the post.
A group of neighbors in the association is now pushing for the HOA to remove the pickleball courts. Camie Christensen said that noise ordinances should help their fight against the pickleball courts, while Mason said that they are reaching out to others in the community to raise awareness.
And Glen Abbey Homeowners Association’s comment? See the post.
Glen Abbey is an upscale community with a slew of amenities, including a clubhouse, pickleball courts, and aquatic facilities. And here’s more – see the list in the post. There are currently four homes in Glen Abbey on the market, all over $1 million, with the most expensive listed for $1.4 million. More details on that hoe are in the post (to give you an idea of thy owners expect quiet).
TAKEAWAY: The pickleball craze is still spreading, with many HOA’s converting tennis courts to pickleball, but they don’t always foresee the noise difference to residents. Think carefully before converting/installing pickleball and talk with a community association lawyer about potential liability.
The posts on Friday 3/20/2026, here and here, told us EEOC agrees to pay $250K to settle staffer’s bias lawsuit against agency. HINT: this is not a typical EEOC suit on behalf of someone – here the EEOC is the Defendant.
We learned that on March 12, 2026, EEOC agreed to resolve the employee’s discrimination lawsuit, according to court documents. This happened just over a month after a jury trial in the case ended in a mistrial (more info on that is linked in the post).
Per the terms of the agreement, the plaintiff will be put on leave until June 30, 2026, after which she will retire from EEOC in good standing. It will come as no surprise that EEOC did not admit liability for any of the alleged claims.
The plaintiff in Kandan v. Lucas is an Indian-born U.S. citizen who works as an enforcement manager at an EEOC field office. She claimed that the commission discriminated against her on the basis of her sex, race and national origin. Her specific allegations are noted in the post.
EEOC moved for summary judgment last year, arguing that the action at issue was made consistent with its typical practice. But a federal judge denied the motion and let the case proceed on the basis that reasonable jury could find that the action was discriminatory. An EEOC spokesperson said the commission does not comment on personnel litigation matters.
This case serves as a rare instance where the EEOC, the federal agency tasked with enforcing employment antidiscrimination laws, faced allegations of workplace discrimination. How that played out in the complaint is discussed (and linked) in the post.
TAKEAWAY: Nobody is immune from the law, even the agency charged with its enforcement. Don’t take adverse action that is not legally compliant – an employment lawyer can help you.