Goldberg Segalla partner Christopher P. Maugans spoke with Buffalo Business First on the developments impacting employers as a new federal administration implements changes.

The article, “What Employers Should Know About the New EEOC, NLRB,” by Katie Anderson, delves into the shift in labor law priorities of the Trump administration and how contested terminations have stalled certain cases.

The U.S. Equal Employment Opportunity Commission (EEOC) usually sets out a strategic plan for the types of cases they intend to go after, and administrations often vary greatly in their approach. One noted shift in labor law priorities, per the article, has been less focus on transgender inclusivity and more focus on protecting against religious discrimination.

Vice chair of the firm’s Employment and Labor practice group, Chris says it is imperative for employers to continue to comply with all laws despite a shift in perceived focus.

“Employers need to comply with the laws and protect against all forms of discrimination, but it is good to know what is on the government’s mind and what they’re really digging in to,” said Chris.

Chris also says he has seen more reverse discrimination cases in 2025 than he has seen since 2018.

“Now when I see a religious discrimination claim or a pregnancy discrimination claim, part of my counseling to the business is that you should take any charge seriously, but under this particular administration and this EEOC, it’s something you really want to be mindful of,” he said. “I’ve seen more cases brought by someone considered to be in the majority – whether by gender, race or even religion – saying, ‘I’m being targeted because of my protected classification.’”

Delays in the Legal Process

Administrative changes have also presented holdups, as neither the EEOC nor the National Labor Relations Board (NLRB) have a quorum to make decisions. The current administration terminated a number of the people who were holding those positions, but its ability to do so is being challenged in court.

As an example, Chris describes a case in which he won a trial with an administrative judge last year. It was appealed to the NLRB, but they cannot make a decision on his case because there are not enough people on the board.

“These people haven’t been fired before; they have terms. So, there are challenges as to whether or not you can fire those people,” he said. “So, my case is just stuck in purgatory, which is the case for anyone that’s currently on appeal.”

Settlements

Chris acknowledges that settlements have become easier to reach because the NLRB relaxed many of the requirements that forced certain cases to be resolved through litigation as opposed to settlement per the previous administration.

“They don’t want to pour resources into every single case,” he said. “So, for an employer getting these types of charges from the NLRB, the ability to get rid of them and to settle them is much easier and much better settlement terms than it was a year ago.”

While some of the priorities have shifted at the federal level, Chris reminds employers that many of the actual laws have not changed, and it is essential they remain diligent in abiding by both federal and New York State regulations.

“Regardless of whatever the EEOC or government agencies are interested in, it does not change the employer’s requirements or the steps they need to take to keep their workplace safe and mitigate risk,” he said.

READ THE FULL ARTICLE HERE (SUBSCRIPTION REQUIRED)

MORE ABOUT GOLDBERG SEGALLA’S Christopher P. Maugans:

Chris serves as vice chair of Goldberg Segalla’s nationwide Employment and Labor practice group. He dedicates his practice to counseling and defending employers in state and federal courts as well as administrative actions. With a focus on serving both public- and private-sector clients, Chris handles matters involving workplace discrimination, harassment and retaliation claims, wage and hour issues, misappropriation of company trade secrets, and enforcement of restrictive covenants in employment agreements, including non-compete, non-solicit, and confidential provisions.