2026年3月,联邦机构转向劳工执法,DEI合规和承包商权利,而法院维持了对工人保护的狭解释. In March 2026, federal agencies shifted focus on labor enforcement, DEI compliance, and contractor rights, while courts upheld narrow interpretations of worker protections.

在2026年3月,国家劳工监督委员会转向解决现有案件,而国务院优先考虑非工会工作场所的执法. In March 2026, the NLRB shifted focus to resolving existing cases, while the DOL prioritized enforcement in non-union workplaces. 美国劳工权利委员会警告说,基于偏好的DEI计划可能违反第七章并标志着系统性歧视案件的回归. The EEOC warned that preference-based DEI programs may violate Title VII and signaled a return to systemic discrimination cases. 华盛顿州禁止强制性员工微芯片植入. Washington State banned mandatory employee microchip implants. 与此同时，第五巡回法院裁定，除非雇主知道独立承包商的工作时间，否则不欠加班费;第六巡回法院在一宗年龄歧视案件中维持了简易判决，尽管替代者年龄稍小。 Meanwhile, the Fifth Circuit ruled independent contractors aren’t owed overtime unless employers knew of the hours worked, and the Sixth Circuit upheld summary judgment in an age discrimination case where the replacement was only slightly younger.