Compliance Stuff

Colorado lawmakers have completed their hotly anticipated rewriting of the state’s landmark artificial intelligence (AI) law . While the new law shifts compliance from a risk-based to a transparency-based approach, it maintains significant notice-and-disclosure obligations for employers (referred to as “deployers” in the law), requiring them to disclose to employees and job applicants when an AI tool was used to make an adverse employment decision. Quick Hits SB 26-189, Colorado’s new law “concerning the use of automated decision-making technology in consequential decisions,” mandates that employers disclose the use of “automated decision-making technology” (ADMT) when making adverse employment decisions. The law replaces the original Colorado Artificial Intelligence Act with a focus on specific notice and recordkeeping obligations for employers starting January 1, 2027. Employers must provide a clear pre-use notice of ADMT’s application and provide a disclosure to employees or job app...

On February 19, 2026, the New York City Department of Consumer and Worker Protection (DCWP) issued an updated set of  Frequently Asked Questions , as well as an updated  Notice of Employee Rights  that must be distributed to employees regularly working in New York City. These updates address the new unpaid sick leave and new covered uses for sick leave that took effect on February 22, 2026, pursuant to  amendments to the New York City Earned Safe and Sick Time Act . The updated FAQs track some of the  newly proposed rules  issued by the DCWP, which the public may comment on during a scheduled March 2, 2026 public hearing. Importantly, several questions that were initially unanswered have been addressed, including: Whether part-time employees and/or mid-year hires must be provided the full 32 hours of unpaid sick leave at the beginning of the year (They must). Whether employers can provide 32 hours of additional paid sick leave in lieu of providing unpaid si...

  Real World Impact:  This Alert provides guidance to help employers effectively respond to a workplace raid by Immigration and Customs Enforcement (ICE) authorities.    Immigration enforcement and mass deportations are key priorities for the Trump Administration. Less than two weeks into the new administration, ICE – the subagency of the Department of Homeland Security tasked with enforcing US immigration laws – has exponentially ramped up worksite raids, arresting over 5,500 people in the first seven days of the Trump administration. An ICE raid can be a highly stressful, intimidating, and disorienting experience, so employers should have a clear crisis management plan in place to protect their rights and their employees while remaining compliant with immigration laws. This alert provides a step-by-step guide for employer to effectively respond to an ICE raid. ICE RAID RESPONSE PLAN FOR EMPLOYERS 1.  Assemble an ICE Response Team. An employer should designate...