Compliance Stuff

  This alert serves to remind contractors of the much-ballyhooed Cybersecurity Maturity Model Certification (CMMC) and updates our previous articles on   the Department of Defense’s (DoD) proposed CMMC Program rule   and   DoD’s issuance of a new final rule , codified at Defense Federal Acquisition Regulation Supplement (DFARS) 252.204-7021 (contract clause) and 252.204-7025 (solicitation provision). The new DFARS rule implements the CMMC Program’s requirements into DoD contracts over the course of a three-year phase-in period. This week, as of November 10, 2025, Phase 1 of this rule’s rollout has finally become effective, with significant implications for defense contractors. As discussed in our prior articles, the new CMMC rule will apply to defense contracts involving contractor information systems handling federal contract information (FCI) or controlled unclassified information (CUI) only . There is a significant exception for contracts solely for the acquisiti...

Employers are facing a new risk related to immigration law non-compliance: incentives for immigration whistleblowers. The Department of Justice (DOJ) recently  amended the Corporate Whistleblower Awards Pilot Program (CWAPP)  to encourage individuals, including disgruntled former employees, to report suspected immigration law violations. If a tip leads to a criminal or civil forfeiture of at least $1,000,000, the whistleblower could be rewarded with up to 30% of the proceeds. This development is part of the Trump administration's effort to crack down on immigration violations. Earlier this year, the DOJ announced its objective to prioritize and aggressively prosecute immigration-related cases. Since then, the administration has limited or ended certain visa programs and directed Immigration and Customs Enforcement (ICE) to carry out workplace raids. All employers of non-citizens should take time to understand their legal obligations and limit their exposure now. About the Imm...

America has made it across the finish line for the 47th time: Donald Trump has been elected the country's new president. The 2024 presidential election is set to have far-reaching implications for both employers and employees in the United States. For employers, a new president will directly impact labor laws and workplace regulations. For employees, the stakes are equally high; workers will likely see changes in wage standards, benefits, and job security. Here there are several areas related to labor and employment law where President-elect Trump may focus once he is sworn in, in January. Governing Philosophy While a president is responsible for implementing and enforcing laws passed by Congress, he also appoints a cabinet to head 15 federal agencies, which are responsible for the administration of federal laws. The president also appoints thousands of political appointees, most of whom do not require confirmation by any other branch of government. In short, the president has a l...