Employment Litigation

Hinshaw & Culbertson LLP is pleased to announce that BTI Consulting has ranked the firm as a “Leader in Litigation” in its BTI Litigation Outlook 2026 client survey.

The Executive Order directs federal agencies to eliminate or de-prioritize disparate impact liability “to the maximum degree possible,” fundamentally realigning federal enforcement around intentional discrimination and away from statistical disparities alone.

Learn about key changes to the Illinois Workplace Transparency Act requirements taking effect January 1, 2026, and read our latest blog post for practical guidance on how employers can ensure compliance.

Read how a Seventh Circuit ruling has offered employers greater leverage to challenge collective actions and limit litigation risks.

Learn how a recent U.S. Supreme Court decision clarifies the limits of ADA protections for retired employees and what steps employers should take to ensure compliance.

Hinshaw & Culbertson LLP is pleased to announce that 80 lawyers are recognized in the 2026 edition of The Best Lawyers in America, with ten receiving this honor for the first time. Additionally, 22 Hinshaw lawyers are included in The Best Lawyers: Ones to Watch.

Hinshaw & Culbertson LLP is pleased to announce that Kelechi Ajoku has been re-elected to serve on the Executive Board of the St. John's University School of Law Alumni of Color Chapter ("AOCC") for the 2025 – 2026 term.

Learn how New York employers must include a notice of employee rights and remedies under the New York Reproductive Health Bias Law.

Hinshaw partner Kevin Manganaro has been selected for the 2025 Class of Fellows of the Leadership Council on Legal Diversity (LCLD), and Kelechi Ajoku and Alfredo "Fred" Ramos have been selected to participate in the 2025 LCLD Pathfinders Program.

Explore the implications of President Trump's recent Executive Order revoking DEI and affirmative action policies for federal contractors, and learn the steps employers should take in response.

New York employers: read our comprehensive recap of the key regulations taking effect in 2025 that your business should take note of.

Exempt Classification of Position of Employment Does Not Automatically Create Predominate Issue for Class CertificationA group of employees filed suit against a news organization on behalf of current, former and future non exempt employees at the company’s Los Angeles facility. The class argued that the agency’s reporters were not exempt from the overtime requirements of the Fair Labor Standards Act and, as a result, the employer wrongfully denied them overtime compensation, as well as other issues arising under state law. The class was certified and a jury returned a $2.5 million verdict. The U.S. Court of Appeals for the Ninth Circuit originally affirmed the trial court’s ruling, but the U.S. Supreme Court vacated the opinion and remanded it for reconsideration in light of the Court’s holding in Dukes v. Walmart. On remand, the court focused on whether common questions of law or fact predominated over individual issues, a requirement for the form of class action at issue. While the Ninth Circuit ultimately remanded the case to the district court, it held that predominance could not be presumed simply because the agency had a uniform policy of classifying all reporters as exempt. Rather, it was required to evaluate whether individual issues existed that would make class treatment impossible. This case creates a valuable precedent for employers that a uniform policy does not in and of itself render class treatment appropriate, and thereby offers an additional basis on which to challenge class treatment.Wang v. Chinese Daily News, Inc., Nos. 08-55483, 08-56740, (9th Cir., Mar. 4, 2013)