Compliance Stuff

  E mployer-sponsored networking events and leadership programs are often created to support professional development and employee engagement . But when access to those opportunities is limited based on a protected characteristic, the program itself can become the basis for a Title VII claim. That issue is at the center of the EEOC’s recent lawsuit against Coca-Cola Beverages Northeast, Inc. In its complaint filed February 17, 2026, t he agency alleges the company violated Title VII by excluding male employees from an employer-sponsored trip and networking event and by providing female attendees with workplace and economic benefits not offered to male employees . [1] According to the complaint, Coca-Cola Northeast held the event at Mohegan Sun and Casino in Connecticut on September 10 and 11, 2024. [2]  The EEOC alleges the company privately invited female employees, did not invite male employees, and gave attendees several associated benefits. Those alleged benefits included...

Icy, wintery conditions are currently rocking the East Coast, dumping several feet of snow in metro areas that usually don’t see such accumulation. The impending storms could have a bigger disruption on your operations than you may think if you aren’t prepared for the safety and leave demands that are also on the forecast. When snow or ice makes it difficult for staff to travel to work or forces you to close your operations altogether, you may be obligated to pay certain employees. And while there are no specific federal rules on keeping workers safe in the cold, employers still face legal obligations to maintain a safe workplace. Here are a few important reminders to help you weather the storm. Risks Rise When the Temperature Drops The lower average temperatures that come along with the winter season present health-related safety risks for employees that primarily work outside. There are currently no federal regulations requiring employers to take specific precautions due to cold wea...

Recent legislative developments in multiple states have targeted “ stay-or-pay” clauses—contract terms that obligate employees to repay certain bonuses and educational or training expenses if the employee does not stay for a required period of time. Historically, these provisions were intended to safeguard employer investments in training and onboarding. However, state lawmakers are increasingly viewing them as restrictive and unfair to workers. Employers, particularly those with employees across multiple states, should carefully examine current agreements and prepare for compliance with these evolving state standards to mitigate risk and maintain lawful practices. California Effective January 1, 2026,  California Assembly Bill 692 (AB 692)  prohibits employment contracts that require employees to repay employment related costs upon early separation. If the employer violates the law, they may be exposed to penalties, fees, or costs such as liquidated damages. The California le...

Merriam-Webster recently named “slop” as its 2025 Word of the Year, citing the explosion of low-quality, AI-created digital content that now clogs all of our inboxes and social feeds. While employers and business leaders should see this news as a warning, this development can also be an opportunity to set yourself apart. By combining the power of AI with a healthy dose of human judgment, you can capture the authenticity that people will crave more than ever in 2026 . As we ring in the new year, we’ll take a look at what slop is, talk about the problems it can cause, and provide you with some practical steps you can take to rid yourself of it. What “AI Slop” Looks Like at Work 2025 was the year that AI slop showed up in every aspect of your job. No doubt you have started to see an increase in: Generic emails and corporate communications  that all start to sound the same (sounding official but not saying much of anything) Business content  that’s repetitive, vague, and quite po...

Seyfarth Synopsis:  As we close out 2025, Governor Kathy Hochul signed into law an amendment to the New York Labor Law, entitled the New York Trapped at Work Act, which bans “employment promissory notes ” and similar stay‑or‑pay clauses used as a condition of employment. The statute took effect  immediately  on December 19, 2025. New York’s  Trapped at Work Act  (the “Act”) prohibits employers from requiring workers or job applicants to sign agreements that obligate repayment if the worker leaves before a stated time period, including provisions characterizing repayment as reimbursement for training . These agreements are now deemed unconscionable, contrary to public policy, and unenforceable. What’s Prohibited Under the Act, employers may not require, as a condition of employment, any “employment promissory note” or agreement that (i) requires payment to the employer if the worker leaves before a specified time, or (ii) labels repayment as reimbursement for emp...

In a prior edition we discussed the Business Case for having a Compliance and Ethics  (“C&E”) program.  Here we review the Legal Case.  The legal case for having an effective C&E program is often what causes companies to initiate C&E programs. The are several pieces to this. Legal requirements In certain risk areas and/or industries the C&E elements may be legally required. Where C&E elements are mandated, not having them can itself be a legal violation, with a range of penalties, including disruptive and expensive investigations, fines, and even prison. These requirements can be highly detailed, such as those seen in the finance sector dealing with risks like anti-money laundering.  There are also requirements related to specific risks that apply across all industries, such as required harassment training.  In the US, for example, this may be imposed at the state or municipal level.  Mandated programs can seem to those in government as...

In a significant development for employers across the Empire State, the New York Legislature passed Assembly Bill A584B/S4070B in the final days of the 2025 session. This bill is known as the “Trapped at Work Act” and would prohibit the use of promissory notes that require workers to repay amounts to employers if they leave their jobs before a specified period. The bill, which has passed both the State Senate and Assembly, awaits delivery to Governor Hochul for action—which can happen at any time before the end of 2025.  The Trapped at Work Act would amend the New York Labor Law by adding a new Article 37, which would prohibit employers from requiring employees to sign an “employment promissory note”—agreements that require employees to repay to their employers a sum of money if they leave their employment within a specified period of time, with particular emphasis on a repayment framed as a reimbursement for training. The bill deems such agreements “unconscionable, against public...