Compliance Stuff

Organisations worldwide are increasingly facing cybersecurity threats capable of causing significant operational disruption. Recently, organisations have been targeted with “sleeping malware,” a dormant, or “sleeping,” implant embedded in an organisation’s systems that remains there undetected, sometimes for long periods of time, before an activation date or external trigger “awakens” it, causing a cyber incident. 0:00 6:26 Quick Hits Sleeping malware delays the cyber attack making it difficult for organisations to pinpoint where the threat has come from, and often can remain undetected making it too late to stop the attack . Attacks can result in business disruption, loss of personal data, and reputational damage. Organisations cannot entirely eliminate risk, but they can take precautions to reduce exposure and increase the likelihood of early detection and effective response. Sleeping malware, such as Warp Panda and Brickstorm, are typically placed through subtle techniques, for inst...

The U.S. Department of Labor (DOL) launched a new  open data portal  to enhance agency alignment and public access to workforce information collected and maintained by DOL agencies. The portal includes over 40 categories of data from agencies such as OSHA, MSHA and the Wage and Hour Division. Federal contractors should be aware the portal includes company-specific data from  VETS-4212 Reports  previously filed with the Veterans’ Employment and Training Service (VETS). Under the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA), covered federal contractors and subcontractors are required to annually report, via VETS-4212 Reports, information about the total number of employees and new hires by location, along with information about how many employees and new hires self-identified as protected veterans by location. In a Feb. 18, 2026, announcement, the Office of the Assistant Secretary for Administration & Management (OASAM) explained the portal was develo...

The First Circuit Court of Appeals’ recent decision in  DeAngelis v. Hasbro, Inc. , is a reminder to employers that religious discrimination claims stemming from COVID-19 vaccination policies are not yet a thing of the past . Those cases continue to offer crucial insights for employers as they navigate religious accommodation requests in other contexts. 0:00 4:56 Quick Hits On January 29, 2026, the First Circuit reversed the dismissal of plaintiffs’ religious discrimination and retaliation claims arising from their employer’s COVID-19 vaccination policy. In doing so, the First Circuit made clear that “my-body-is-my-temple arguments rooted in a plaintiff’s religious beliefs are sufficient to plead the existence of a bona fide religious belief.” Additionally, although the employees resigned their employment, the court concluded that allegations regarding the investigation of one plaintiff’s alleged failure to wear a mask at an employer-sponsored event and another plaintiff’s removal ...

Baker Botts and ACC Houston hosted a half-day seminar on January 29, 2026 that featured timely discussions on AI, employment law, and what’s ahead for the workplace. Partners Rich Harper, Paul Morico and Scott Nelson and Latasha McDade, Senior Counsel at Exxon Mobil Corporation, Tenley Krueger, Vice President, Global Intellectual Property at Technip Energies and Courtney Flores, Managing Compliance Counsel at Motiva Enterprises participated in a session titled “Where AI, Employees, and the Law Intersect.” Key Takeaways   AI use in employment has shifted from experimentation to accountability.   Employers of all sizes are using AI to inform hiring, pay, promotion, discipline, and workforce reductions. The central legal question is no longer focused on a manager’s intent. The focus is now on how AI tools are trained, governed, documented, and reviewed. Weak documentation, limited human involvement, or overreliance on vendor tools increases risk even where no discrimin...

DOL Independent Contractor Proposal is Welcome News for Businesses: 4 Steps to Prepare The US Department of Labor just released a highly anticipated proposal today that should soon modernize its approach to determining whether a worker is an independent contractor or employee under federal wage laws. The Trump administration’s February 26 proposal will make it easier for businesses to engage with independent contractors – including freelancers and gig workers – while providing clearer lines on what aspects of the working relationship can trigger employee status . If you’re having a bit of déjà vu, we are too. This marks the third regulation on independent contractor status since 2021, and you might be dizzy from the back-and-forth changes. Here’s everything you need to know about the DOL’s latest proposal and four steps you can take now to prepare. Why Does it Matter? The distinction between independent contractors and employees is significant. For example, workers who are considered ...