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...

In today’s competitive and highly regulated business environment, organizations can no longer rely solely on instinct or outdated human resources practices to manage their workforce. Decisions related to hiring, promotions, compensation, employee development, and retention can carry significant financial, operational, and legal consequences. As a result, organizations that continue to rely primarily on subjective decision-making, inconsistent management practices, or outdated HR models risk falling behind competitors and exposing themselves to unnecessary liability. Employers are expected to demonstrate that workplace policies and employment decisions are job-related, consistently applied, and compliant with state and federal non-discrimination laws. This expectation has received increased national attention following Executive Order 14173 , “Ending Illegal Discrimination and Restoring Merit-Based Opportunity,” which emphasizes compliance with federal civil rights laws and reinforces ...

On March 20, 2026, the White House released its long-awaited policy framework for governing the use and development of artificial intelligence (AI) and automated decision-making technology. While not breaking new ground, the framework outlines the Trump administration’s legislative recommendations to remove burdens on AI development and establish federal preemption of AI governance, though implementation remains uncertain. This move contrasts with the approach many other countries have taken, which is to focus regulations on protecting individual rights and liberties. 0:00 6:19 Quick Hits The Trump administration released an AI policy framework, largely reiterating the administration’s previously stated policy goals to promote AI. In particular, the framework urges Congress to establish preemption of state and local regulations to promote innovation. The likelihood of these policy goals being fully implemented is uncertain at this time. The “ National Policy Framework for Artificial ...

Colorado lawmakers are back at the Capitol this week considering whether to water down the nation’s first comprehensive AI law – and it appears that AI developers could be the big winners while employers would still be saddled with sweeping new obligations . The groundbreaking law is scheduled to take effect February 1, 2026, but legislators are back in town for a special session that began yesterday to potentially change things up. Under pressure from industry groups and Governor Jared Polis, lawmakers are weighing a compromise measure that would reduce compliance burdens on developers but maintain core anti-bias obligations for employers and businesses. What do you need to know about this new proposal – and what should you do to prepare? Background Reading To get up to speed on the original law’s passage and why the Governor convened a special legislative session, read more here: Colorado Lawmakers Pass Landmark AI Discrimination Bill – and Employers Across the Country Should Take N...