Compliance Stuff

BLOG OVERVIEW: Connecticut’s Artificial Intelligence Responsibility and Transparency Act (CART Act), signed into law on May 27, 2026, is one of the broadest state AI laws to date and imposes new compliance obligations on employers that use automated employment-related decision technology (AEDT) for hiring, promotion, discipline, and other personnel decisions. Employers must tell workers and applicants when they are interacting with AEDT and provide written pre-decision notices, with phased compliance deadlines of October 1, 2026 and October 1, 2027. Connecticut employers should inventory their AI tools, conduct proactive bias audits, and review vendor contracts to confirm developer disclosure obligations before the deadlines take effect. On May 27, 2026, Connecticut Governor Ned Lamont signed the Connecticut Artificial Intelligence Responsibility and Transparency Act, known as the CART Act and Public Act 26-15, into law. This new legislation is one of the broadest laws passed by a...

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...