Compliance Stuff

Effective July 1, 2026, Virginia has enacted a new pay transparency law requiring employers with Virginia employees to disclose compensation ranges and follow new restrictions on salary history. The law applies broadly and creates both enforcement risk and private litigation exposure. Employers with employees in Virginia should act now to ensure compliance with the new pay transparency law. What the Virginia Law Requires Set and disclose good ‑ faith pay ranges in postings. Employers must disclose the wage, salary, or wage/salary range in each public and internal posting for each job, promotion, transfer, or other employment opportunity, and must set that range in good faith. Do not seek or rely on salary history. Employers may not seek an applicant’s wage or salary history, rely on it in considering the person for employment, or rely on it to set pay upon hire with a limited exception: If the candidate voluntarily discloses their salary history, without prompting after an initial o...

In the world of business , I’ve seen countless entrepreneurs and executives make decisions that were technically legal but strategically disastrous. The phrase “just because you can doesn’t mean you should” isn’t just philosophical wisdom—it’s practical business advice that can save your company from costly mistakes, damaged relationships, and long-term reputation harm. Too many business owners confuse what’s legally permissible with what is smart , and this confusion often leads to decisions that pass the legal test but fail the commonsense examination. Employment law provides some of the clearest examples of this principle in action. Yes, you can terminate an at-will employee for almost any reason that isn’t specifically prohibited by law. But firing someone, even if technically legal, sends a chilling message to your entire workforce and may trigger expensive investigations or wrongful termination claims. Similarly, you might have the contractual right to implement harsh discipli...

Sometimes employees get arrested for alleged crimes while off duty, and it’s better for employers to be prepared and know what to do beforehand than to find themselves in legal jeopardy after the fact. The right move for employers depends on the type of alleged crime, the type of job, and the location. Quick Hits Employers may have to deal with workflow or staffing issues, or even reputational harm, when an employee is arrested for an alleged crime while off duty. A workplace investigation may be needed in some cases to decide the proper disciplinary action. State laws, employment contracts, union contracts, and employee handbooks may play a role in determining any disciplinary action. One of the first steps an employer can take after an employee is arrested is to assess whether the conduct violated professional ethics rules, the employee handbook, or the union contract. Many employers stipulate in their employee handbooks or union contracts that employees must act in an ethical, pro...

With a new presidential administration and the start of the 2025 Regular Session of the Florida Legislature, Florida employers face a dynamic landscape of evolving workplace policies and legal requirements. From updates in discrimination and harassment prevention to new leave laws and medical marijuana protections, updating handbooks to stay compliant is more crucial than ever. Quick Hits Florida employers are facing a complex landscape of evolving workplace policies and legal requirements in 2025, including updates in discrimination prevention, leave laws, and medical marijuana protections. Employers may want to regularly review and update their workplace policies to ensure compliance with changing laws, particularly in areas like discrimination, harassment, leave policies, and wage disputes . Key updates for Florida employee handbooks in 2025 include removing references to outdated presidential executive orders, implementing reasonable suspicion drug testing, and ensuring compliance...