Compliance Stuff

Employer Checklist for July 2026 Here are the top 10 workplace compliance items you should tackle in July 2026, based on the latest labor and employment law updates: _____ Catch up on recent SCOTUS rulings. During the final days of its 2025-2026 term, the Supreme Court issued some key decisions that will affect the workplace. The Court vastly expanded the presidential power to remove members of independent agencies ( read more about Trump v. Slaughter ) and upheld the Trump administration’s termination of TPS Protections for Haiti and Syria ( read more about Mullin v. Doe ). SCOTUS also ruled that states may ban transgender athletes from participating on female sports teams without violating the Equal Protection Clause, and that Title IX allows schools to provide separate women’s and men’s teams defined by biological sex ( read more about Little v. Hecox / West Virginia v. B.P.J. ). _____ Find DOL answers to wage and hour questions + meet new Secretary nominee. The US Department of Lab...

In today’s increasingly digital world, employers are faced with a number of legal considerations to weigh before they discharge or discipline an employee for having outside employment. 0:00 5:15 Quick Hits Side gigs supported by digital apps are becoming more common. State laws may regulate whether an employer can fire a worker for moonlighting. Most employees are considered at will, but some have job protections from a union contract or individual employment contract. It is becoming more common for employees to have side gigs, particularly in roles like food delivery, ridesharing, online tutoring, social media management, creating content as a social media influencer, and reselling goods on online marketplaces. Several factors govern whether an employer can legally fire or discipline a worker for moonlighting, including whether a union contract, individual employment contract, or noncompete agreement is in place. Without a contract, most employees are considered at will, meaning they...

For most of my career, enterprise trust has worked one way: you prove you’re trustworthy by writing it down. Policies, audit reports, screenshots, certifications. Produce enough paperwork showing your controls exist and work, and you’ve shown you can be trusted . That worked for a long time, for one reason: the paperwork could keep up. Software shipped a few times a year, infrastructure sat still for months, and proving you were compliant once a year was a fair stand-in for being secure the other 364 days. But the systems we govern today look very different from the ones that shaped this model. We’re auditing a photo of a moving car Today, infrastructure spins up and tears itself down automatically. Teams ship to production dozens of times a day. Models get retrained, prompts drift, agents do work people used to. Modern systems are built to move, yet most of how we prove trust still assumes they’ll hold still long enough to pose for a photo. This creates a growing challenge at the hear...

On June 30, 2026, the U.S. Equal Employment Opportunity Commission announced that it had rescinded two documents relating to permissible affirmative action 1 under Title VII of the U.S. Civil Rights Act: (1) its regulatory guidelines 2 on “appropriate” affirmative action under the statute; and (2) section 607 of its Compliance Manual, which addressed those guidelines and the agency’s enforcement positions with respect to permissible affirmative action and affirmative action plans.  Both the guidelines and the related portion of the Compliance Manual explained that voluntary affirmative action plans were only permitted under federal equal employment opportunity laws when designed to remedy past or present discrimination or to address manifest imbalances in traditionally segregated job categories and carefully structured to avoid unlawfully disadvantaging other employees. The documents emphasized that to be lawful, a plan had to be temporary, flexible, and narrowly tailored, and ...