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Law Office of Leslie A. Farber Law firm -- family & employment matters, estate planning, copyright infringement subpoena defense

Law firm representing clients in family mattters, employment matters, estate planning, copyright infringement subpoena defense

A federal judge has declined to block a Trump administration executive order targeting certain diversity, equity, and in...
10/16/2026

A federal judge has declined to block a Trump administration executive order targeting certain diversity, equity, and inclusion practices among federal contractors. However, the ruling also establishes important limits on what the order actually prohibits.

U.S. District Judge Adam Abelson denied a request for a preliminary injunction brought by higher education organizations that argued the March executive order was overly broad and threatened constitutionally protected speech and lawful diversity programs.

The judge disagreed with those arguments, finding that the order's language specifically addresses intentional discrimination based on race or ethnicity, conduct that is already prohibited under federal anti-discrimination law.

The ruling does not establish that all DEI programs are unlawful. Rather, it clarifies that federal contractors may continue lawful initiatives supporting diversity and inclusion, provided those programs comply with existing anti-discrimination protections.

The organizations challenging the order have pointed to this interpretation as an important clarification for colleges, universities, and other federal contractors concerned about whether their programs could jeopardize federal funding.

The lawsuit remains ongoing, and the court's decision does not resolve every question surrounding the order's future enforcement.

For employers and employees, understanding the difference between lawful diversity initiatives and discriminatory employment practices is increasingly important. Federal enforcement priorities may change, but existing civil rights protections continue to govern workplace decisions.

At the Law Office of Leslie A. Farber, we continue to follow developments affecting workplace discrimination, employee rights, and the evolving legal standards surrounding DEI programs.

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The ruling rejected plaintiffs’ constitutional arguments but said that the directive only pertains to conduct that is “already prohibited by federal law.”

A federal judge has declined to block a Trump administration executive order restricting certain diversity, equity, and ...
10/14/2026

A federal judge has declined to block a Trump administration executive order restricting certain diversity, equity, and inclusion practices among federal contractors.

U.S. District Judge Adam Abelson ruled that organizations challenging the order had not demonstrated that its restrictions were overly broad. The order requires federal contractors to certify that they are not engaging in racially discriminatory DEI practices, with potential consequences including lost contracts and investigations under the False Claims Act.

An important distinction emerged from the ruling.

The court interpreted the order as prohibiting intentional discrimination based on race or ethnicity, conduct that is already unlawful under federal law. It did not interpret the order as a blanket prohibition on diversity programs.

The organizations challenging the policy had argued that its language could discourage lawful diversity initiatives and potentially restrict constitutionally protected speech.

Although the judge declined to temporarily block the order, the underlying lawsuit remains ongoing.

For employers, particularly those working with the federal government, this decision illustrates why the details of workplace policies matter. Diversity initiatives are not automatically unlawful, but hiring, promotion, and other employment decisions must comply with applicable anti-discrimination laws.

At the Law Office of Leslie A. Farber, we continue to follow these developments and their implications for workplace discrimination, employee protections, and employers navigating changing federal requirements.

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US News is a recognized leader in college, grad school, hospital, mutual fund, and car rankings. Track elected officials, research health conditions, and find news you can use in politics, business, health, and education.

Can universities promote diversity while protecting free speech and academic freedom? According to a new Bloomberg Law o...
10/09/2026

Can universities promote diversity while protecting free speech and academic freedom? According to a new Bloomberg Law opinion, these principles have more in common than the current debate might suggest.

David Oppenheimer, a professor at UC Berkeley School of Law, examines the history of academic freedom and its connection to diversity, tracing the relationship back more than 200 years.

His central argument is that universities benefit when students and faculty from different backgrounds can openly exchange ideas, challenge assumptions, and learn from one another.

The article also acknowledges that not every diversity policy achieves that goal. Programs that discourage disagreement, impose particular viewpoints, or exclude individuals can undermine the very principles they are intended to support.

This distinction is particularly relevant as universities face changing federal policies and increased scrutiny of their diversity, equity, and inclusion initiatives.

The legal questions extend beyond whether institutions should encourage diversity. They also involve First Amendment protections, academic freedom, equal treatment, and the limits of institutional authority.
As Oppenheimer argues, meaningful diversity should create opportunities for discussion, including conversations that may be uncomfortable or involve strongly opposing views.

At the Law Office of Leslie A. Farber, we recognize the importance of protecting civil rights, freedom of expression, and equal opportunity. These principles remain central to the legal questions facing educational institutions today.

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Opinion: Support for academic freedom and free speech isn’t a reason to oppose diversity policies — it’s a reason to engage with people of unfamiliar backgrounds and experiences.

A new legal dispute is unfolding over how much the public can learn about federal investigations into diversity practice...
10/06/2026

A new legal dispute is unfolding over how much the public can learn about federal investigations into diversity practices at some of the nation’s largest law firms.

The Equal Employment Opportunity Commission is asking a federal judge to allow it to withhold a significant amount of information connected to its inquiries into DEI and employment practices at 20 major U.S. law firms. The request comes in response to lawsuits seeking access to records from those inquiries.

The EEOC argues that federal law protects the confidentiality of discrimination charges and certain communications with employers. It is also seeking to withhold workforce data provided by the firms, confidential settlement discussions, communications involving senior White House advisers, and submissions to a tip line created to collect information about law firm DEI practices.

The underlying investigations began after the EEOC sought information about whether diversity-related hiring and employment programs at major law firms could violate federal anti-discrimination law. Four firms later entered into agreements with the agency, although the terms have not been publicly disclosed.

There is an important balance at stake. Employment discrimination investigations often involve sensitive information that deserves confidentiality, but questions about transparency also arise when federal agencies undertake enforcement efforts that could influence employment practices across an entire profession.

At the Law Office of Leslie A. Farber, we continue to follow developments involving employment discrimination, DEI policies, workplace rights, and the enforcement of federal civil rights laws.

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President Donald Trump's administration has asked a US judge to allow the Equal Employment Opportunity Commission to withhold a “significant” amount of information related to its probe into the employment and diversity practices of major law firms.

Two LGBTQ+ arts organizations in South Carolina have been denied state grant funding after months of additional scrutiny...
10/02/2026

Two LGBTQ+ arts organizations in South Carolina have been denied state grant funding after months of additional scrutiny from the South Carolina Arts Commission.

The Commission voted 5-3 against funding the Greenville Gay Men’s Chorus and Spartanburg’s Proud Mary Theatre Company. More than 170 other arts organizations received approximately $3.7 million in grants, while these two organizations were held back for additional review. Both had already gone through the grant application process and had been recommended for funding.

Commission members had previously questioned the groups’ “artistic merit.” The organizations were later asked for additional financial information and whether their programming involved K-12 schools. Both said it did not. According to reporting on the final vote, board members did not publicly explain their individual decisions during the meeting.

Representatives of the organizations and the ACLU of South Carolina have criticized the decision, arguing that the two groups were treated differently because they serve and represent LGBTQ+ communities. The Commission’s decision itself did not establish that discrimination occurred.

When a government agency distributes public funding, questions about equal treatment, viewpoint discrimination, and freedom of expression deserve careful attention. The First Amendment protects more than popular or widely accepted expression. How those principles apply to government arts funding can raise important constitutional questions.

At the Law Office of Leslie A. Farber, we continue to follow developments affecting LGBTQ+ rights, discrimination, and equal protection under the law.

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The vote stems from a previous decision to delay funding the two LGBTQ+ organizations and ask both groups to re-prove their artistic merit.

The FBI is investigating claims that a hacking group obtained sensitive personal information belonging to thousands of F...
09/28/2026

The FBI is investigating claims that a hacking group obtained sensitive personal information belonging to thousands of FBI employees and job applicants after allegedly compromising the bureau’s employment website.

The group, known as ShinyHunters, claims it accessed information on agents and people who applied for FBI jobs. According to the report, a sample of the allegedly stolen data included addresses, phone numbers, and some information involving employees’ spouses. The FBI has confirmed that it is investigating, but the full scope of the breach and the point of entry have not yet been determined.

The potential consequences go well beyond an ordinary website outage. When employment records are compromised, exposed information can create risks of identity theft, fraud, harassment, and other forms of misuse.

In this case, cybersecurity experts have also raised concerns about possible threats to agents and their families.

Employers and government agencies collect enormous amounts of personal information from employees and applicants. Protecting that information is not simply an IT issue. Data security, employee privacy, and responsible handling of personal information are increasingly important workplace concerns.

At the Law Office of Leslie A. Farber, we continue to follow developments affecting employees, workplace privacy, and the legal protections surrounding personal information.

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The FBI says it is investigating a criminal hacking group’s claims that it had stolen “very sensitive data” belonging to thousands of agents and applicants and that it had compromised the bureau’s jobs website

The United Nations’ top human rights official is raising concerns about the treatment of LGBTQ+ and inters*x people arou...
09/25/2026

The United Nations’ top human rights official is raising concerns about the treatment of LGBTQ+ and inters*x people around the world.

Speaking at a U.N. LGBTI Core Group event, High Commissioner for Human Rights Volker Türk warned that persecution is escalating, pointing to criminalization of same-s*x relationships, restrictions on advocacy organizations, and political rhetoric targeting LGBTQ+ communities in countries around the world. (Washington Blade)

The discussion comes at a difficult time for many organizations providing legal assistance, health services, emergency support, and advocacy. A recent Outright International report surveying 229 LGBTQ+ and inters*x organizations across 94 countries found that 90% had lost funding since January 2025, with nearly half reporting losses of more than half of their total budgets. (Washington Blade)

Whatever country or community is involved, fundamental rights matter. Equal protection, freedom from discrimination, personal safety, and the ability to live openly are not abstract legal concepts. They have a direct impact on people’s everyday lives.

At the Law Office of Leslie A. Farber, we believe civil rights protections are meaningful only when people can rely on them. We will continue following developments affecting LGBTQ+ rights, equality, and protections against discrimination.

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Volker Türk on Monday spoke at UN LGBTI Core Group event.

A new Government Accountability Office report is putting a spotlight on the cost of the federal government’s workforce r...
09/21/2026

A new Government Accountability Office report is putting a spotlight on the cost of the federal government’s workforce reductions.

According to the GAO, federal agencies spent an estimated $9.5 billion in salary costs on paid administrative leave in 2025, six times the amount spent in 2023. About $6.7 billion was associated with the deferred resignation program, which generally allowed participating federal employees to stop working while continuing to receive pay until their resignation or retirement date.

The GAO found that the use of paid administrative leave increased 435% between 2023 and 2025. It also cautioned that limitations in the government’s payroll data could affect the estimates and found that the Office of Personnel Management does not currently know the exact cost of administrative leave used specifically for workforce reduction efforts.

That distinction matters. When the government undertakes large-scale workforce changes in the name of reducing costs, accurately tracking both the immediate expenses and any long-term savings is essential to understanding the full financial impact.

For federal employees, these workforce changes also carry significant employment consequences. Resignations, reductions in force, administrative leave, and other personnel actions each come with their own rules and protections.

At the Law Office of Leslie A. Farber, we continue to follow developments affecting workers and their rights as changes to the federal workforce continue.

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A Government Accountability Office report found that use of such leave jumped 435% from 2023 to 2025.

A federal judge has struck down an Education Department policy used to cut funding from teacher-training programs over d...
09/19/2026

A federal judge has struck down an Education Department policy used to cut funding from teacher-training programs over diversity, equity, and inclusion-related content.

The dispute dates back to February 2025, when the Department moved to eliminate roughly $600 million in grants under two teacher-training programs. The Department said taxpayer funding should support effective teacher preparation rather than programs promoting what it described as “divisive ideology” or racial preferences.

U.S. District Judge Angel Kelley found that the directive was “arbitrary and capricious,” concluding that the Department had not adequately explained its change from previously supporting programs that addressed DEI-related issues. The ruling also noted that grants were terminated over subjects including anti-racism and acknowledging racism, activities that can be aimed at combating discrimination.

The case raises a broader legal question that continues to surface across education and employment: where is the line between enforcing anti-discrimination law and restricting programs designed to address discrimination?

For schools, educators, employers, and employees, the answer matters. Federal policy may change from one administration to another, but agencies still have to operate within the law and follow the requirements governing how policy changes are made.

At the Law Office of Leslie A. Farber, we continue to follow developments involving discrimination, civil rights, and the changing legal landscape surrounding DEI.

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A federal judge ruled Thursday the Education Department cannot cut money to teacher training programs the Trump administration argues are focused on “divisive ideologies.”  In February 2025, t…

Accenture has agreed to pay $25 million to settle a U.S. Department of Justice investigation into its workplace diversit...
09/15/2026

Accenture has agreed to pay $25 million to settle a U.S. Department of Justice investigation into its workplace diversity practices.

The Justice Department alleged that Accenture considered race and s*x when making certain hiring and promotion decisions in an effort to meet demographic goals. Accenture denied engaging in discrimination, maintained that it complied with applicable law, and the settlement does not constitute an admission of liability.

The settlement comes as federal scrutiny of workplace DEI programs continues to grow. Other major companies have reached similar settlements this year, making this an increasingly important area for employers to watch.

Federal anti-discrimination law applies regardless of how a workplace initiative is labeled. Employers must ensure that hiring, promotions, compensation, and other employment decisions comply with applicable civil rights laws, while employees should understand the protections available to them when they believe those boundaries have been crossed.

At the Law Office of Leslie A. Farber, we continue to follow developments in employment and discrimination law that affect workers and employers as federal enforcement priorities evolve.
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IT consulting firm Accenture will pay $25 million to settle U.S. government allegations over diversity practices, which President Donald Trump's administration ​has targeted in his second term in office.

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