Compliance Stuff

On May 21, 2026, California Governor Gavin Newsom signed Executive Order N-6-26 —a sweeping directive aimed squarely at understanding, measuring, and managing the impact of AI on California’s labor market (the “EO”) . The EO reflects significant concern about AI’s potential major impact on all sectors of California’s economy. Why This Order, and Why Now? The already rapid pace of deployment of workplace AI tools continues to accelerate. With this profound shift, the labor market is experiencing significant transformation as employers seek to unlock the substantial potential productivity gains associated with AI adoption.[1] AI is being cited by employers as the primary or sole reason for more than a quarter of recent layoffs.[2] California sits at the center of this transformation . But with no state legislation passed to specifically address the impact of AI deployment upon the labor market, the Governor has responded through executive action. T his is not the first executive order o...

California lawmakers i ntroduced two bills yesterday that would significantly restrict how employers use artificial intelligence to make employment decisions . The coordinated effort by the California Labor Federation targets AI-driven job losses with a two-pronged approach: requiring human oversight when AI is used to fire or discipline workers, and mandating extended advance notice before conducting mass layoffs driven by automation. If enacted, the measures would impose s ome of the strictest AI employment regulations in the nation. Here’s what California employers (and multistate employers watching the trend) need to know about these February 2 proposals. SB 947: The “No Robo Bosses” Act Returns State Senator Jerry McNerney’s  SB 947  is a revised version of legislation Governor Gavin Newsom vetoed last year.  We covered the original proposal  and  the governor’s veto  in detail in 2025. The core provision remains: employers would be prohibited from u...

On October 1, 2025, Governor Gavin Newsom signed legislation ( Senate Bill (SB) 617 ) that requires employers to include additional information in their notice for mass layoffs, terminations, and relocations under the California Worker Adjustment and Retraining Notification (Cal-WARN) Act. Quick Hits California Governor Newsom signed Senate Bill 617 on October 1, 2025, requiring employers to include additional information in their Cal-WARN notices for mass layoffs, terminations, and relocations. Starting January 1, 2026, Cal-WARN notices must disclose whether employers plan to coordinate services, such as a rapid response orientation, through the local workforce development board or another entity, and include specific contact information and descriptions of available services. Employers may want to update their Cal-WARN notice templates to ensure compliance with the new requirements to avoid potential legal issues. Cal-WARN prohibits employers, with certain exceptions, from institutin...

California employers across industries have been forced to make difficult decisions concerning staffing levels and the need for workforce reductions in recent months. Layoffs, facility closures, and employee relocations can potentially trigger an employer’s duty to give employees advance notice of a layoff or certain other workplace events. A failure to give notice may expose employers to liability – and recent legal developments make it essential for California employers to understand their obligations. What should you do to determine whether your company is covered by Cal-WARN and how can you comply? Background Notice may be required under both the federal Worker Adjustment and Retraining Notification Act (WARN Act) and the California WARN Act. Both federal WARN and Cal-WARN require employers to give at least 60 days’ advance notice to employees for qualifying facility closures and layoffs. However, the laws differ in determining who qualifies as a “covered employer” that must give ...

Recent protests across major U.S. cities, including Los Angeles, have resulted in business disruptions impacting both employers and their employees . While most demonstrations have been peaceful, some instances of violence have resulted in government responses, such as the imposition of curfews . The events are a reminder for employers to prepare for emergencies in the face of increasing civil unrest and government responses. Quick Hits With ongoing protests in many major U.S. cities and resulting action by the federal, state, and local governments, such as city officials imposing curfews, employers may want to revisit and revise their emergency plans, including to ensure compliance with all applicable laws and orders and ensure employee safety and preservation of safe operations.     Maintaining clear communication and providing adequate notice of changes to schedules and flexibility in work arrangements can help businesses navigate disruptions caused by protests and oth...