Compliance Stuff

New Jersey’s Department of Labor and Workforce Development (NJDOL) has changed how employers must provide employee separation–related information . This update explains what has changed operationally and what employers can do now to remain compliant and avoid delays or penalties in the unemployment process. 0:00 5:56 Quick Hits Employers must submit separation information through the NJDOL’s Employer Access portal. Previously, employers provided separation information to the NJDOL via a designated email address. Employers may want to register now for portal access and use it to make all timely separation submissions, despite some ambiguity about what separation-related information the NJDOL requires employers to provide. What the 2022 UCL Amendments Require The 2022  amendments  to New Jersey’s Unemployment Compensation Law (UCL) added a new reporting requirement. Beginning July 21, 2023, employers were required to “immediately and simultaneously” transmit electronically to t...

  As the new year gets underway, one workplace risk is already clear: the current flu season is shaping up to be one of the more intense in recent years. Public health data shows high and rising flu activity across much of the country, which increases pressure on employers to manage absenteeism, protect employee health, keep operations running, and consider the question of vaccinations (among other things) . This Insight outlines what’s different about this flu season and why it should matter to employers, and gives you five practical steps to take now. What’s Different About This Year Several indicators suggest this is not a “routine” flu year. Staggering numbers The sheer number of estimated illnesses, hospitalizations, and deaths from flu (as compiled by the CDC) is daunting for any year, but especially so early in the season. Increasing rate of illness The number of positive flu tests has spiked in the past few weeks. Holiday travel and gatherings appear to have accelerated com...

Privacy law evolved at a dizzying pace in 2025. Regulators brought headline-making enforcement actions, courts continued to shape the boundaries of existing statutes, and state legislatures advanced new laws. Much of that activity centered on familiar pressure points: privacy notices and opt-out mechanisms, telemarketing and text messaging practices, and the collection and use of sensitive data, particularly biometric information, health data (such as the Healthline CCPA enforcement), and children’s and teen’s personal information (including actions against Roku in multiple jurisdictions). Newly effective laws echoed those same priorities. For example, Maryland’s comprehensive privacy law and several children’s privacy statutes in states like New York and Colorado place new limits on how children’s data may be used for advertising and related purposes, while Colorado also expanded consent requirements for certain biometric processing affecting both consumers and employees. In parallel,...