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Daisy Ramirez

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Daisy Ramirez is an associate attorney in Dykema's Labor and Employment and Litigation groups, providing counsel to clients on a range of employment and commercial disputes. Daisy assists clients in navigating complex workplace issues and represents them in various litigation matters.

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Key Takeaways for D.C. Employers

  • Verify compliance with the new $17.95 minimum wage effective July 1, 2025.
  • For government contractors and assistance recipients, ensure workers are paid at least the living wage rate tied to CPI adjustments.
  • Review non-compete agreements to confirm they are limited to qualifying highly compensated employees and comply with statutory notice and duration requirements.
  • Display the updated DOES Minimum Wage Poster once released.

Each year, the District of Columbia (the “District”) updates key labor and employment laws affecting local employers and workers alike. For 2026, important changes include new wage rates under the Living Wage Act of 2006 and the Minimum Wage Act, as well as revised compensation thresholds under the District’s non-compete law.

Employers operating in the District should review these developments to ensure policies, contracts, and pay practices remain compliant going into the new year.Continue Reading 2026 Washington, D.C., Labor & Employment Law Updates: Minimum Wage, Living Wage, and Non-Compete Changes Employers Must Know

Takeaways

  • DEI programs that involve quotas, restrict participation, or employ diversity-based selection criteria face heightened legal risk.
  • Employers may need to revisit DEI training content to avoid claims of discrimination or hostile work environments.
  • Proactive compliance reviews in 2025 can help employers reduce litigation and enforcement exposure heading into 2026.

As 2025 comes to a close, all U.S. employers face several important legislative and regulatory updates that reshape the workplace landscape heading into 2026, related to changes in federal law. A summary of such important updates applicable to all employers is provided below:Continue Reading 2025–2026 Federal Labor & Employment Law Update: EEOC and DOJ Signal Heightened Scrutiny of DEI Programs

Since inauguration, the Trump Administration has targeted Diversity, Equity, and Inclusion (“DEI”) and Diversity, Equity, Inclusion, and Accessibility (“DEIA”) programs across both public and private sectors. The administration’s stated goal is to eliminate what it describes as unlawful employment and contracting practices in the public and private sectors.Continue Reading Navigating the New Framework: Strategies for Compliance Amid the New Administration’s DEI Rollbacks

President Donald Trump signed an Executive Order (EO) on January 21, 2025, titled “Ending Illegal Discrimination and Restoring Merit Based Opportunity.” This EO addresses multiple areas, but of particular significance to federal government contractors is the revocation of EO 11246.Continue Reading The Shakeup Begins: President Trump Issues Executive Order That Severely Limits Affirmative Action Obligations for Federal Government Contractors

Equal Employment Opportunity Commission’s (“EEOC”) Enforcement Guidance on Harassment in the Workplace

The EEOC’s Enforcement Guidance guidelines on harassment in the Workplace were issued on April 29, 2024. In the guidance, the EEOC presents a legal analysis of standards for harassment and employer liability applicable to claims of harassment under the EEO statutes enforced by the Commission. The guidance sets forth the EEOC’s position on its definition of “protected characteristics” and identifies workplace behaviors that rise to the level of harassment. These include prohibitions on work-related harassment based on race, color, religion, sex (including pregnancy, childbirth, or related medical conditions; sexual orientation; and gender identity), national origin, disability, genetic information, and age (40 or over).Continue Reading Labor and Employment 2025 Federal Legal Updates