Compliance Stuff

Key point: Louisiana becomes the 22nd state — and third this year — to enact a consumer data privacy law, adopting a law similar to Texas’ law. On May 29, 2026, Louisiana Governor Jeff Landry signed the Louisiana Data Privacy Act ( SB 386 ) into law. Louisiana is the 22nd state to pass a broad consumer data privacy law. It is the third state — following Oklahoma and Alabama — to pass a law this year. The new law largely tracks Texas’ law but with some notable differences we identify below. Applicability Although the law generally follows the Texas Data Privacy and Security Act, one of the notable ways in which it differs from that law — as well as other Washington Privacy Act model consumer data privacy laws — is its applicability standard. The law applies to controllers and processors that conduct business in Louisiana and satisfy one or more of the following thresholds: (1) have annual gross revenue in excess of $25 million; (2) annually buy, receive for the business’s commercial p...

Federal lawsuit says Chick-fil-A franchisee denied employee’s request to observe Sabbath on Saturdays, then fired her AUSTIN, Texas — Hatch Trick, Inc., a Chick-fil-A franchisee operating multiple locations in Austin, violated federal law by refusing to reasonably accommodate an employee’s request to refrain from working on Saturdays in observance of her Sabbath day and instead fired her, the U.S. Equal Employment Opportunity Commission (EEOC) charged in a lawsuit announced today. According to the EEOC’s lawsuit, the employee, who managed Hatch Trick’s delivery drivers at one of its Austin locations, is a member of the United Church of God denomination, which observes a Saturday Sabbath. In adherence to her religious faith and practice, she requested no scheduled hours on Saturdays, and she disclosed the need during her job interview . Although Hatch Trick initially honored the employee’s request to refrain from Saturday work, after several months the company changed its position and ...

On May 14, 2026, the U.S. Department of Labor (DOL) announced that it is formally rescinding the 2024 overtime rule that would have made potentially millions more white-collar workers eligible for overtime premium pay under the Fair Labor Standards Act (FLSA) . Quick Hits On May 14, 2026, the DOL announced that it is formally rescinding the Biden administration’s 2024 overtime rule, which was set to increase the white-collar exemption salary threshold to $1,128 per week, and the threshold for the highly compensated employee exemption to $151,164 per year, as of January 1, 2025 . The rescission follows two federal court rulings in Texas that vacated the 2024 rule, with the Fifth Circuit dismissing the final appeal on May 5, 2026. For now, the executive, administrative, and professional exemption threshold remains $684 per week, and the highly compensated employee limit remains $107,432 annually , in accordance with the DOL’s 2019 rule. The rescission takes effect on May 15, 2026. The DO...

On January 22, 2026, the U.S. Equal Employment Opportunity Commission voted to rescind its Enforcement Guidance on Harassment in the Workplace . The proposal to rescind the guidance was approved two-to-one, with Chair Andrea Lucas (R) and Commissioner Britanny Panuccio (R) voting to repeal the document, and Commissioner Kalpana Kotagal (D) voting against rescission. The rescission is unsurprising now that the Commission has a quorum. Almost immediately after assuming her role as then-acting chair in January 2025, now-Chair Lucas signaled her opposition to portions of the guidance and indicated that she would seek to rescind or revise it as soon as she had the votes to do so. While the rescission is effective immediately, as a legal matter, the repeal of non-binding EEOC guidance does not dramatically alter federal anti-harassment law, nor does it bear on state civil rights laws that prohibit workplace harassment. History of Harassment Enforcement Guidance In 2015, the EEOC established ...

AI is reshaping how we work, learn, and interact, but the law is scrambling to keep up. In 2025, states rolled out a mix of AI regulations, from broad “privacy style” frameworks to narrowly targeted rules for healthcare, therapy, and online platforms. Understanding this patchwork is essential for businesses, professionals, and consumers alike, particularly for those operating in multiple states. In this post, we break down the key AI laws recently passed or updated across the United States in 2025, highlighting key provisions and why they matter. California The  California   AI Transparency Act , initially passed in 2024, was amended by  AB 853  to delay implementation until August 2, 2026. In addition, the bill requires that, beginning in 2027, any online platform that distributes content to more than 2,000,000 unique monthly users per year must be able to detect “provenance data,” which is metadata that shows when content was generated or modified. Also starting i...

Thinking about where to incorporate your company? While Delaware has long been the go-to choice for startups formed as corporations in the US, we’ve observed that recent changes in the legal landscape and statements by public figures have led founders to take a look at other states – especially Nevada and Texas. Each state offers its own approach to corporate governance, director and  officer  liability, stockholder rights, and how business disputes are resolved, and the best choice depends on your company’s specific needs and priorities. The chart below highlights some of the key differences in corporate law among Delaware, Nevada and Texas to help you better understand what’s at stake when choosing your company’s legal home. Keep in mind, this chart only covers certain legal differences, but practical factors also matter and are worth considering with your legal counsel. For example, your current or prospective investors may prefer or just be more familiar with a certain s...