Compliance Stuff

Similar to many changes in administration, the 2025 labor and employment landscape was defined by fragmentation followed by realignment . Federal agency authority faced significant constitutional challenges, while states and cities accelerated their own legislation on pay transparency, paid leave, and hiring practices. This year-end update provides insight into the most consequential developments for employers, focusing on the National Labor Relations Board’s (NLRB) shifting authority, new standards for employer liability, heightened scrutiny of artificial intelligence (AI), and a wave of new state and local mandates. Employers with multijurisdictional footprints should address these changes to refine and update compliance roadmaps for 2026. NLRB Authority and Leadership in Flux A divided D.C. Circuit panel held in Wilcox v. Trump, et al. , No. 25-5057 (D.C. Cir. Dec. 5, 2025) that statutory “for-cause” removal protections for NLRB members are unconstitutional because the Board exerci...

Rhode Island businesses and any company with Rhode Island customers are officially on the clock. The Rhode Island Data Transparency and Privacy Protection Act (“RIDTPPA” or “the Act”) takes effect January 1, 2026 , meaning compliance deadlines are quickly approaching . Unlike many other state privacy laws, the Act provides no right to cure violations before penalties apply. With potential fines of up to $10,000 per violation, businesses should begin compliance efforts now by reviewing data practices, updating privacy notices, and preparing consumer rights workflows before year-end. Key Definitions: Controllers and Processors The Act follows the same framework used in other state privacy laws and the European Union’s General Data Protection Regulation (GDPR) by distinguishing controllers and processors: Controller : The individual or business that decides why personal data is collected and how it will be used. For example, a retailer deciding to collect customer email addresses for mark...