Compliance Stuff

Since 2019, Congress has enacted three major pieces of legislation impacting retirement plans, significantly changing the retirement landscape. The legislation contained a number of amendments to the Internal Revenue Code and the Employee Retirement Income Security Act, as amended, that impact employer-sponsored retirement plans (e.g., 401(k) plans, 403(b) plans, defined benefit plans, and even Puerto Rico plans). In a nutshell, the legislation we’re talking about includes: SECURE Act (1.0) .  Signed into law on December 2019, the Setting Every Community Up for Retirement Enhancement (SECURE) Act was by far the most significant overhaul of the retirement plan landscape since the Pension Protection Act of 2006. Click  here  and  here  for more information. CARES Act.   The Coronavirus Aid, Relief, and Economic Security (CARES) Act was signed into law on March 27, 2020.  T he CARES Act included provisions that provided a much-needed lifeline fo...

At a Glance LD 1587 greatly expands the Maine Depart of Labor’s investigation and enforcement authority over state employment, wage and hour, and unemployment compensation laws. The law also imposes new administrative obligations when employee wages or damages are at issue and creates a mandatory posting and employee notification requirement. Employers in Maine will soon face enhanced penalties for any violation of state employment laws under a recently enacted law granting the Pine Tree State’s Department of Labor broad enforcement powers.  LD 1587  – An Act to Clarify the Bureau of Labor Standards’ Investigatory and Enforcement Procedures – significantly expands and formalizes the Maine Department of Labor’s authority to investigate, enforce, and collect penalties for violations of state employment, wage and hour, and unemployment compensation laws. The law, which takes effect on July 14, 2026, also introduces a new compliance requirement: Employers must post notices of any ...

A coalition of activist and labor groups is calling for a nationwide “no work, no school, no shopping” action on May 1 (International Workers’ Day) framed by some organizers as a general strike. Whether it reaches that scale remains to be seen. What employers need to know right now, however, is that you have certain rights and responsibilities when it comes to potential protest-related work stoppages, and these obligations turn on some nuances that you should be familiar with. Here is what you should know before May Day arrives, whether or not your workplace is unionized. What is Actually Being Planned? The  “May Day Strong” coalition  is urging workers, students, and community members to stay home from work, avoid school, and boycott shopping on May 1. Organizers are explicitly framing the action as a response to the current administration’s policies. Tactically, the call ranges from  full-day walkouts at places of employment  to symbolic absences and consumer boyc...

Should you request the automatic extension of time to file your tax return with the IRS? What is the specific process to obtain the extension, and what does a U.S. taxpayer need to know about this important right? The decision to file an extension is often mistaken for a lack of preparation or procrastination. In reality, for many taxpayers, it is a strategic maneuver designed to ensure accuracy, protect legal options, and maintain a principled, strategic approach to financial management. As the April 15 deadline approaches tomorrow, understanding the actual mechanics of the extension process, the reasoning behind an extension, and the responsibilities that remain is essential for avoiding unnecessary penalties and potential issues and challenges with the IRS itself. The Purpose of the Extension The Internal Revenue Service (IRS) provides an automatic six-month extension for taxpayers who require more time to gather documentation or resolve issues or inaccuracies within their financi...

Highlights U.S. Immigration and Customs Enforcement (ICE) issued updated guidance in March that materially changes how Form I-9 violations are classified. The long-standing Form I-9 fact sheet reclassifies numerous errors that had historically been treated as correctable technical violations as substantive violations subject to monetary penalties, a change that may significantly increase exposure to fines and enforcement risk for routine Form I-9 compliance errors. Employers should act promptly to review existing Forms I-9, address deficiencies and update internal compliance practices before ICE inspections potentially expose them to avoidable penalties. U.S. Immigration and Customs Enforcement (ICE) quietly issued updated guidance in March that materially changes how Form I‑9 violations are classified. ICE revised its long-standing Form I‑9  fact sheet  to reclassify numerous errors that had historically been treated as correctable technical violations as substantive violatio...

If U.S. employment laws feel impossible to keep up with, you’re not imagining things. Between federal, state, and local laws and shifting agency guidance, even well-intentioned employers can find themselves in violation of labor and employment laws without realizing it. You probably can’t fix the system, but you  can  protect your business from unnecessary risk and expense. T he key is investing in prevention, empowering the right people, and acting decisively before small issues escalate. Why U.S. Employment Law Is So Complicated for Employers Now, if you’ll indulge me, let’s acknowledge the frustration. A very intelligent person once said: “The only thing worse than severe over-regulation is over-regulation that not only constantly proliferates but also changes every four years.” (Hint: It was me, just now.) The U.S. has become an over-regulated mess of employment laws at the federal, state and local levels thanks to politicians, lobbyists, and lawyers.  Lurking around ...

Key Takeaways Beginning on April 18, New York employers are prohibited from using credit history information in employment decisions unless financial information is directly relevant to the role. Even indirect reliance on credit history may create risk. This applies to pre-employment screening and employment-related decisions during the course of employment. Failing to comply may lead to statutory penalties, administrative enforcement actions, and private litigation. Overview New York has amended the New York State Fair Credit Reporting Act to prohibit most employers from using credit history information in employment decisions. The amended law takes effect April 18, 2026, and applies broadly to hiring, compensation, promotion, and other terms and conditions of employment. This development expands existing restrictions and reflects a broader regulatory trend limiting the use of screening tools that are not closely tied to job performance . The amended law reflects increasing scrutiny o...