Compliance Stuff

A significant set of U.S. state privacy law developments, all effective Jan. 1, will expand compliance obligations for companies operating nationwide. These developments fall into three principal categories: (1) new regulatory requirements adopted by the California Privacy Protection Agency (CPPA) under California‘s Consumer Privacy Act of 2018 (CCPA), which includes enforcement of privacy and security risk assessment requirements; (2) new comprehensive consumer privacy statutes in Indiana, Kentucky, and Rhode Island; and (3) statutory requirements in Delaware and Oregon mandating recognition of universal opt-out preference signals. Together, these changes reflect the continued maturation of state privacy regimes and reinforce the need for scalable, multi-jurisdictional privacy compliance programs, including clear risk assessment protocols. We start first with the CCPA Amendments and Regulatory Updates, given that many companies benchmark their compliance programs as a differential of ...

In September and October of each year, many businesses hire seasonal workers to prepare for the upcoming holiday season, particularly in the retail and hospitality industries . Employers that are staffing up must exercise caution to avoid hiring mistakes and missteps concerning requirements related to pay transparency, privacy protections, background checks, and the use of artificial intelligence (AI) in the recruitment process and hiring. Quick Hits It may be a mistake to assume that state and federal laws governing pay transparency, privacy, background checks, and the use of AI do not apply to seasonal hires. The variation in state laws can complicate compliance efforts for multistate employers. Job Listings The requirements of  pay transparency laws  can vary significantly by state and locality, often requiring employers to disclose a wage range in all job postings, regardless of whether a position is seasonal or permanent. Currently, fourteen states and the District of C...