Compliance Stuff

The first year of President Donald Trump’s second term proved to be a busy one. The White House issued Executive Orders on a wide range of topics, including employment, energy and natural resources, government contracting, federal regulatory oversight, and artificial intelligence. A number of these Executive Orders were challenged in court. Some of those challenges remain active, but others have been at least partially resolved. Now that the flurry of Executive Orders has slowed somewhat, business leaders can get a better sense of how to comply with this new federal guidance. The following are six areas in which the Trump Administration focused its attention in 2025---and that companies can expect to remain priorities in 2026:   Diversity, Equity & Inclusion —One of the Trump Administration’s  first executive orders , issued in January 2025, sought to end what the Administration calls “illegal” diversity, equity, inclusion (DEI) and diversity, equity, inclusion, and access...

A new class action lawsuit against an AI recruiting platform could have significant implications for employers using artificial intelligence to screen job candidates. Two job applicants filed suit against Eightfold AI in California state court on January 20, alleging that the company violated federal and state consumer protection laws by creating “hidden credit reports” on job seekers without complying with statutory requirements imposed on consumer reporting agencies, including obtaining proper certifications from employment-purposed end-users . While we’ve started to see a series of lawsuits across the country attacking AI hiring systems for alleged discrimination, this could be the first to take the position that an AI tool could lead to a FCRA violation. Here’s what employers need to know about this developing legal challenge and five key takeaways to help protect your organization. The Allegations: AI Screening Tools as “Consumer Reports” The lawsuit, filed by Erin Kistler and Sru...

Takeaways Workforce-related reporting obligations to federal and state governments extend beyond the Employer Information Report (EEO-1 Report) and include emerging state-specific workforce and pay data reporting requirements. Coverage thresholds, information disclosure requirements and deadlines vary by jurisdiction, making compliance more complex, particularly for multistate employers. Planning and cross-team coordination are critical for meeting overlapping federal and state data reporting obligations accurately and on time. Related links EEO Data Collections VETS-4212 Federal Contractor Reporting   Jackson Lewis Pay Equity Resources Article As employers plan for their compliance year ahead, workforce data reporting obligations continue to be a major concern. In some states, filing obligations have expanded beyond basic Employer Information Report EEO-1 reporting, as is required by the Equal Employment Opportunity Commission (EEOC) to include state-specific disclosure obligation...

Often, in the first 48 hours after a key employee resigns, the employer must decide whether to address the departure as a manageable issue or escalate it into a legal or business dispute. While many resignations might appear routine on the surface, issues involving confidential information, customer relationships, and post-employment obligations frequently emerge after the employee has left . For employers, early action is less about assuming misconduct and more about preserving options . Delays, inconsistent responses, or poorly documented decisions often weaken a company’s ability to protect its interests if problems arise later. Why the first 48 hours matter The period immediately following a key employee’s resignation is critical because certain damage cannot be undone once it occurs. If confidential information is disclosed or customers are improperly solicited, the harm may already be done, and as a practical matter, it is very difficult for employers to reverse the damaging eff...