Compliance Stuff

Because April is World Autism Awareness Month, it’s an appropriate time for employers to assess whether their hiring practices and workplace accommodations are inclusive for job candidates and employees who are on the autism spectrum. Quick Hits About 2 percent of U.S. adults have autism. The rate of autism diagnoses among U.S. adults is speeding up. Employers must provide reasonable accommodations to employees with a qualifying disability, which may include autism. Autism is a condition characterized by challenges with social skills, repetitive behaviors, speech, and communication. It is one of the conditions included under the broader umbrella of  neurodiversity  or neurodivergence. Some people with autism have other medical conditions that affect their autism symptoms, such as anxiety, attention deficit hyperactivity disorder (ADHD), obsessive compulsive disorder (OCD), insomnia, or dyslexia . Autism is a spectrum of symptoms with wide variances in how it manifests for eac...

On June 24, 2025, Rhode Island Governor Daniel McKee signed into law House Bill No. 6161, making Rhode Island the first state in the nation to expressly require employers to provide workplace accommodations for applicants and employees experiencing menopause and related medical conditions unless the employer can demonstrate that the accommodation would pose an undue hardship on the employer’s business operations. This groundbreaking legislation amends the section of the Rhode Island Fair Employment Practices Act requiring employers to provide a reasonable accommodation for an applicant’s or employee’s condition related to pregnancy, childbirth, and related medical conditions to require accommodation of menopause and related medical conditions, effective as of June 24, 2025 . The law amends the definition of “related conditions” to include “the need to manage the effects of vasomotor symptoms”—commonly referred to as “hot flashes” and “night sweats.” Notably, however, the drafters of th...

  Heads up, HR leaders. On July 1, 2025, California’s Civil Rights Department (CRD) released the official Model Crime Victims Notice, titled “ Survivors of Violence and Family Members of Victims Right to Leave and Accommodations .” This notice is now live on the CRD’s website  here  — and its publication triggers new obligations for employers across the state.  What’s New for Employers? California has long required protections for employees who are victims of crime, including time off to attend court proceedings and providing reasonable workplace accommodations. AB 2499, which was effective on January 1, 2025, the law goes farther, including: Expanded definitions of who qualifies as a crime victim New requirements for safety-related accommodations for employees or their family members who are crime victims Additional time-off protections for employers with 25 or more employees Your HR Compliance Checklist You must provide the new notice to all employees upon hire, an...