Compliance Stuff

New York lawmakers just passed a bill last week that would require certain employers and job posting platforms to disclose whether a job ad is tied to a current opening — and, if so, when the employer expects to fill it , or whether the posting is being used to build a future candidate pipeline. The bill targets so-called “ghost jobs,” or postings that appear to advertise open roles but may instead be used to collect resumes for future hiring needs. The bill would apply to employers with 100 or more employees and certain third-party job posting platforms. If Governor Hochul signs the bill that passed the legislature on June 2 in its current form, it would take effect immediately, giving covered employers little lead time to adjust their posting practices. Here’s what you need to know as you prepare for this potential change. Why This Matters For years, job posting compliance has largely focused on pay transparency. The bill would move the conversation into hiring transparency. The bil...

If 2025 was the year website-tracking claims became impossible to ignore, 2026 is the year those cases began to mature. Courts are looking beyond whether a pixel, cookie, chat tool, or session-replay script was present on a site. Instead, they are focusing more closely on what data was collected, when it was collected, what disclosures users saw, whether consent was meaningful, and whether individualized browsing activity can support class treatment. At the same time, appellate activity in video privacy cases is keeping pressure on publishers and other businesses that embed video content alongside common tracking tools. One insight this year comes from a publisher case in the New York federal court, where the court allowed tracking claims to proceed past the pleading stage. The allegations were familiar ones: a website allegedly shared visitor information with outside advertising or analytics partners through embedded code, without meaningful consent. What made the ruling notable was...

 As an employer, staying compliant with 401(k) participant disclosure rules isn't just a regulatory obligation—it's essential to keeping your employees informed about their plan’s benefits and safeguarding your company from potential penalties. Imagine facing IRS sanctions or even plan disqualification simply because of missed deadlines or overlooked details in your 401(k) disclosures. The good news? These consequences are easy to avoid with the right knowledge and support. The Employee Retirement Income Security Act (ERISA) mandates specific participant disclosure requirements for 401(k) plans to ensure participants have the information they need to make informed decisions about their account. These requirements can seem daunting to employers given the number of mandatory disclosures – not to mention their various deadlines. In truth, they can be straightforward to manage with the right knowledge and support. Here is a summary of the various participant disclosures that could...