Out-of-State Resident Sues Massachusetts Company on Massachusetts Law

May 31, 2023

The residual impact of COVID-19 has seen remote employment rise at an exponential rate. With that, litigation encapsulating remote employment has also risen.


In Wilson v. Recorded Future, Inc., et al., a record company and various high-ranking employees named in the complaint (Defendants), sought dismissal of the employee’s (Plaintiff) claims under the Fair Employment Practices Law, G.L.c. 151B, §4(1B), as well as the Massachusetts Wage Act, G.L.c. 149, §148.


Here, the Defendants made the argument that Massachusetts did not have the “most significant” relationship to the employment of the Plaintiff, a Virginia resident.


The Plaintiff countered, stating that he regularly communicated with the Massachusetts office, made routine visits to the Massachusetts office, and that decisions at issue were settled in Massachusetts.

Even though the Plaintiff resided in another state, did not hold himself out to be in Massachusetts to customers, and did not work with supervisors in Massachusetts, the U.S. District Court held that there was enough for the discrimination claim to survive the Defendants’ motion.


Moreover, the judge noted that there is no requirement that the Plaintiff reside or work in Massachusetts to be afforded the Wage Act’s protections.


The recent denial of the Defendants’ motion to dismiss is yet another reminder to Massachusetts employers that it may be more difficult to avoid the employee-friendly provisions of the Massachusetts Fair Employment Practices Law and the Massachusetts Wage Act, even if their employees are out-of-state.


If your business has any questions on this topic or any other matters, please do not hesitate to contact the attorneys at The Royal Law Firm at 413-586-2288.

Brandon Calton admitted to the United States District Court of Connecticut

June 10, 2025
Brandon Calton is now admitted to the United States District Court, Connecticut! The Royal Law Firm is passionate about expanding our reach so that we can better serve our clients and their needs. Brandon is admitted in Massachusetts, the United States District Court of Massachusetts, and the United States District Court of Connecticut.

Federal Court Vacates EEOC’s “Abortion Accommodation Mandate” in PWFA

By Heather Child • June 9, 2025
On May 21, 2025, the U.S. District Court for the Western District of Louisiana struck down a provision in the Equal Employment Opportunity Commission’s (EEOC) final rule under the Pregnant Workers Fairness Act (PWFA), ruling that the agency exceeded its authority by requiring employers to accommodate elective abortions that are not medically necessary. Background Information: In June 2022, the U.S. Supreme Court issued a decision in Dobbs v. Jackson Women’s Health Organization, which overturned Roe v. Wade and eliminated the constitutional right to abortion. Congress passed the Pregnant Workers Fairness Act in December 2022, and it became effective in June 2023. The law requires employers with 15 or more employees to provide reasonable accommodation to qualified applicants or employees who have physical or mental conditions related to pregnancy, childbirth, or related medical conditions, unless doing so would cause significant difficulty or expense for the employer. In April 2024, The EEOC issued its final interpretation of the PWFA including abortion in the definition of “pregnancy, childbirth, or other related medical conditions” thereby requiring employers to provide accommodations related to abortion. In May 2024, the states of Mississippi and Louisiana sued the EEOC, arguing that the interpretation conflicted with the U.S. Supreme Court’s Dobbs decision and their respective state laws on abortion. In June 2024, Judge Joseph found that the EEOC exceeded its authority and issued a preliminary injunction postponing the effective date of the interpretation to provide accommodation for elective abortions until final judgment was entered in this matter. The final judgment was entered on May 21, 2025, that remanded the matter to the EEOC to revise the final rule and all related implementing regulations and guidances. Employer Takeaways: While employers are no longer (as of now) REQUIRED to provide accommodation for elective abortions, the remainder of the PWFA remains in full effect The decision to have or not have an abortion remains protected under Title VII The PWFA does not supersede state or local laws providing greater protection for pregnant workers. It is important to stay up to date on state regulations to ensure employers are complying with state laws. While it is still unclear how this ruling will impact employers nationwide, it is still important to continue to stay up to date on ever-changing legislation.  If your business has any questions on this topic or any other matters, please do not hesitate to contact the attorneys at The Royal Law Firm at 413-586-2288.