Compliance Stuff

  The District of Columbia Right to Breastfeed poster has been updated. The District of Columbia Right to Breastfeed poster has been updated to clarify employer obligations to accommodate breastfeeding employees. This posting appears on the District of Columbia Combination Poster. This is a mandatory change. Regulatory language regarding this posting: The District of Columbia Office of Human Rights has updated the Right to Breastfeed poster clarifying an employers obligations to accommodate breastfeeding employees by providing daily break periods, sanitary room, and flexible scheduling. Posting Statute: ​4 DC ADC § 518 Font/Size/Color Requirement: None Best practice compliance date: 07/03/26 State Kit Format: Poster resides on large format. Source(s): District of Columbia Right to Breastfeed Poster Change . (2026, June 4). Complyright.com. https://laborlawchanges.complyright.com/2026/06/04/district-of-columbia-right-to-breastfeed-poster-change/ ‌

The District of Columbia Minimum Wage poster has been updated. The District of Columbia Minimum Wage poster has been updated to reflect an increase to the minimum wage rate. The minimum wage will increase from $17.95 per hour to $18.40 per hour effective July 1, 2026. The minimum wage for tipped employees will also increase to $10.30 per hour effective July 1, 2026. This posting appears on the District of Columbia Combination Poster. This is a mandatory change.   Statutory language regarding this posting: Effective July 1, 2026, the minimum wage in the District of Columbia will increase from $17.95 per hour to $18.40 per hour for all workers, under an annual inflation adjustment passed by the “Fair Shot Minimum Wage Adjustment Act of 2016”, which includes provisions to further increase the minimum wage in subsequent years. Also as of July 1, 2026, the base minimum wage for tipped employees will increase from $10.00 per hour to $10.30 per hour. Posting Statute: ​DC Stat. §32-10...

An I-9 audit can turn a single paperwork mistake into a $2,861 fine per form, and penalties can add up fast. The good news is that most audits are driven by a handful of predictable red flags . When you know what those signals look like and tighten a few parts of your process, you can reduce the odds of being caught off guard. For HR teams, the pressure is real: hiring is more distributed, verification is harder to standardize, and enforcement expectations have not gotten simpler. Let’s dive into the five most common audit triggers, what happens once ICE initiates an inspection, and the practical process moves that make audits less disruptive. In this post, we'll cover: What is an I-9 Audit? 5 Most Common Triggers for an I-9 Audit What Happens During an I-9 Audit How to Prepare for an I-9 Audit A Quick Self-Assessment for HR Teams How to Build a Stronger Compliance Foundation Frequently Asked Questions What is an I-9 Audit? In November 1986, the Immigration Reform and Control Act ...

Key Highlights The EEOC has submitted a proposed rule that could eliminate several federal EEO reporting requirements, including the EEO-1 Component 1 Report, but no changes are currently in effect. Employers should continue preparing for 2025 EEO-1 reporting obligations because the proposal is still under review and the EEOC must complete additional regulatory steps before any reporting requirements can be rescinded. Even if federal EEO reporting requirements change, employers may still have state and local workforce reporting obligations, including California’s annual pay and demographic reporting requirements for covered employers. On May 14, 2026, the U.S. Equal Employment Opportunity Commission submitted a proposed rule to the Office of Information and Regulatory Affairs (OIRA) titled “Rescission of EEO-1, EEO-2, EEO-3, EEO-4, EEO-5 and Reporting Requirement Under Title VII, the ADA, GINA and the PWFA.” The OIRA entry identifies the proposal as an economically significant propose...

Key Takeaways Outlines key considerations for businesses using productivity management and monitoring platforms – such as, Teramind, ActivTrak, and Insightful – and whether their use may require a CCPA risk assessment. Identifies the specific CCPA risk assessment triggers most relevant to such productivity technologies. Productivity management and monitoring platforms have become a fixture of the modern workplace—particularly for remote and hybrid workforces. These tools can track application usage, keystrokes, website visits, active and idle time, and even capture periodic screenshots of employee screens. Some platforms go further, using artificial intelligence to generate productivity scores, assess engagement levels, and flag behavioral anomalies. Businesses subject to the California Consumer Privacy Act (CCPA) and deploying this type of technology, should carefully consider whether a risk assessment is required before or during that use. The first question is always whether the CC...

On May 14, 2026, Colorado Governor Jared Polis signed into law a compromise bill that replaces the state’s landmark AI statute, the Colorado AI Act, SB 24-205. The Colorado legislature acted in response to widespread industry objections to SB 24-205 as overly burdensome and following a US District Court of Colorado order suspending enforcement of the statute for the foreseeable future. 1 The new automated decision-making technologies (ADMT) law, SB 26-189, 2 takes a fundamentally different approach to AI regulation, trading comprehensive algorithmic discrimination protections for a leaner, less burdensome documentation-and-disclosure framework. If you have been preparing for the June 2026 compliance deadline for SB 24-205, the new ADMT law is a significant course correction. Here is what has changed: The effective date has been pushed to January 1, 2027. Deployers are no longer required to implement risk management frameworks or conduct AI impact assessments. The Colorado Attorney Ge...

DOJ’s Civil Division recently issued a memorandum prioritizing the expedited review of whistleblower-initiated False Claims Act (“FCA”) complaints targeting alleged fraud in state-administered programs receiving federal funding. This reform is designed to expedite FCA “meritorious qui tam cases, maximize finite enforcement resources, and focus on dismantling sophisticated fraud schemes that exploit taxpayer-funded programs,” including housing, food, medical care, and cash assistance.  The new policy signals materially shorter response timelines, increased likelihood of parallel civil and criminal scrutiny, and heightened enforcement risks. Background and Policy Context President Trump’s Executive Order , Establishing the Task Force to Eliminate Fraud, directed DOJ to promote meritorious qui tams and ensure their prompt review. The policy also aligns with DOJ’s broader efforts to enhance enforcement efficiency, including the launch of the National Fraud Enforcement Division (see ...