Compliance Stuff

Your risk and compliance functions are probably costing you more than they should. Not just in budget, but in drag. When your functions are siloed, they create redundant work, blind spots and a bad habit of reactivity that stops your business from looking ahead. Compliance might feel like it boils down to a series of audits, while risks feel like a vague list of hypotheticals. So, what’s the alternative? Our suggestion is to properly fuse them in your framework. Think of an integrated system where compliance data provides a real-time feed into your risk model – like a weather forecast for business uncertainty. This 5-step risk management process shows you how to build it. Step 1: Conduct a brutally honest risk assessment To build a solid foundation, you need to map your obligations directly to what could actually go wrong – but most risk assessments are too polite. They list regulations and what requirements you need to meet without connecting them to the specific operational points ...

  On June 22, 2025, Governor Abbott signed the Texas Responsible Artificial Intelligence Governance Act (TRAIGA), which will take effect January 1, 2026. Any business or government agency working with AI in Texas should take note that TRAIGA is not a copy-paste of other states’ laws; rather, it specifically targets intentional misuse of AI, not just “high-risk” AI. Unlike broader “high-risk AI” frameworks emerging in other states, TRAIGA puts intent at the center of its rules, with an emphasis on preventing deliberate misuse . It also makes meaningful changes to Texas’s privacy statutes to address AI-specific issues, particularly around biometric data and transparency obligations. Who Must Comply? Government agencies are explicitly within scope if they use AI to interact with the public. Private sector companies that develop, market, sell, or otherwise provide AI-generated content or AI services to Texas residents, even if the company is based outside the state, if its AI systems ...

As independent contractor misclassification enforcement eases up at the federal level, New Jersey is doubling down on the state’s strict test for determining how a worker should be classified under various state laws. The New Jersey Department of Labor and Workforce Development (NJDOL) just took the first major step toward codifying how the agency interprets the “ABC test” and evaluates independent contractor relationships – a move that will not make it easier for New Jersey businesses to treat workers as contractors but will at least provide some much-needed guidance to help you stay compliant. Here’s everything you need to know and three steps you can take next. Quick Background on New Jersey’s Independent Contractor Rules For New Jersey business owners, p roperly classifying workers as employees or independent contractors has long presented legal and operational challenges. Here’s why: New Jersey uses the stringent “ABC test”  for determining whether a worker can be classified...