COMPLIANCE ALERT
Whether you kept your DEI programs or eliminated them, you likely have exposure. Here is how to find out where you stand.
FOR FOUNDERS · C-SUITE OFFICERS · SENIOR HR LEADERS
OVERVIEW | DEI PROGRAMS · 2026
Most employers made a deliberate decision about their DEI programs since the Trump administration took office in January 2025. Keep them, scale them back, or remove them entirely. Most assumed that decision resolved their compliance exposure. It did not.
Why replacing your Chief Human Resources Officer with your COO is a risk your organization cannot afford and what midsize and smaller companies can do instead.
FOR FOUNDERS & CEOs · CFOs & COOs · HR LEADERS · BUSINESS OWNERS
HUMAN RESOURCES STRATEGY · CHRO · 2026
The COO and CHRO serve complementary but non-interchangeable roles. One optimizes how work gets done; the other protects the organization and develops the people doing the work. Eliminating the CHRO doesn’t streamline leadership. It creates a vacuum filled by reactive, legally risky, and culturally damaging people management.
A growing number of organizations are consolidating their C-suites by folding HR responsibilities into the COO’s responsibilities. The logic is seductive: the COO already drives cross-functional execution, so why not people? Because people are not a process and the gap between those two things is exactly where organizations get hurt.
AI is reshaping how people are hired, managed, and monitored. The organizations that get it right are making governance a leadership priority — not an afterthought.
FOR Founders · C-Suite Officers · Senior HR Leaders
WORKFORCE STRATEGY · AI GOVERNANCE · 2026
Artificial intelligence is no longer a pilot program or a future consideration. It is operational infrastructure shaping who gets hired, how performance is evaluated, and how work is monitored every day. For founders, executives, and HR leaders that creates a shared responsibility: ensuring that what AI does in your organization reflects your values, your culture, and your obligations to the people who work there.
This issue lands differently depending on where you sit, but it lands on everyone at the leadership table.
OVERVIEW Since August 2023, the Department of Homeland Security's permanent alternative procedure for remote Form I-9 document examination has been in effect. In 2026, employers continue to operate under this framework. Remote verification provides meaningful flexibility for qualifying employers but carries specific compliance obligations distinct ...
OVERVIEW Effective January 1, 2023, and continuing in full force in 2026, California employers with 15 or more employees must comply with expanded pay transparency requirements under California Labor Code §432.3 (as amended by SB 1162). These obligations affect job postings, compensation disclosures, and recordkeeping practices. WHAT THE LAW REQUIR...
Employee handbooks have evolved from basic policy manuals into critical risk management and communication tools. In 2026, organizations face a complex combination of hybrid work models, multi state compliance challenges, and intensified enforcement from federal and state agencies. An outdated handbook can expose employers to legal risk, operational...
1. Employers returning teams to the office (hybrid or full-time) State employment laws may have new requirements, including COVID-related medical leaveTelework policies to include expectations for work product; availability for meetings, camera utilization, dress code; response time to questions from managers, clients, customers, teammates; cyber s...
While the world continues to grapple with managing and moving beyond COVID-19 and its effects, Excelerator® has identified HR trends that will surface in 2022.
As of 2022, the state of California has new leave requirements for employers.
California has expanded the definition of family members to include parents-in-law. The new definition applies to both private and public sector employees with 5 or more employees. The requirement went into effect on January 1.The cannabis industry is competitive. It is critical that cannabis businesses stand out among others. A focus on human resource management helps a business outshine its competition as well improve investor and public's perceptions of the business.
Success Means Growth Startup companies are legitimately focused on the immediate needs of developing their brand and expanding a client base. As revenues increase, company founders and leadership can become time-starved and overwhelmed with managing their new business. That's when they realize they need more help. They have now reached the ex...
If you have employees, an employee handbook is a critical part of your business. It will establish and communicate your company's mission, values and policies to your employees and provide the company with an invaluable level of legal protection. But a high quality handbook can do much more than that. It can play a key part in defining the company'...
With the election of Joe Biden to the presidency, businesses can expect a number of changes that may impact human resources. We looked at President Biden's proposals to see which ones will have the most direct and immediate effect on the workplace if adopted. While we recognize that proposals are just that, here are some areas for organizations to ...
As of September 30th 2020, all New York State employers are required to provide sick leave to their employees under New York State Sick Leave (NYSSL) law. The number of employees entitled to use NYSSL varies depending on organization size and income. To determine an employer's size under the NYSSL, a calendar year is defined as the 12 month period ...
Can Employers require these tests? On June 17, 2020 the Equal Employment Opportunity Commission (EEOC) clarified how employers may screen workers for COVID-19. If an organization decides to utilize any or all the tests make sure COVID-19 testing is implemented consistently, stay within EEOC guidelines and follow U.S. Centers for Disease Contr...
On July 20, 2020, the U.S Department of Labor's Wage and Hour Division (WHD) provided additional guidance about the workplace during the Coronavirus pandemic. The guidance is focused on the following workplace-related legislation {rsmembership id="1,7,9,10"}Fair Labor Standards Act (FLSA) Family and Medical Leave Act (FMLA) Families First Coro...
At the outset of the Covid-19 crisis, U.S. companies — startups to large corporations across all industries — faced the challenge of remote work. {rsmembership id="1,7,9,10"} As the COVID-19 crisis continues, employers should recognize that a remote workforce may be a strategic advantage. Employees who can adapt well to work at home are an asset in...
ADA The Americans with Disabilities Act (ADA) and the Rehabilitation Act (which include the requirement for reasonable accommodation and non-discrimination based on disability, and rules about employer medical examinations and inquiries), continue to apply during the COVID-19 pandemic, but they do not interfere with or prevent employers from follow...
Sexual Orientation and Gender Identity Protections Federal employment law protects employees from discrimination based on sexual orientation and gender identity, according to the landmark U.S. Supreme Court decision Bostock v. Clayton County. Now an employer who fires an individual merely for being gay or transgender violates Title VII of the Civil...
As restaurants reopen under current CDC, OSHA, state and local guidelines HR considerations are a critical part of the plan. Following are key HR considerations for your beyond "take-out" reopening. {rsmembership id="1,7,9,10"} Restaurant Staffing As restaurants initially operate at reduced dining capacity, furloughed and laid off employees may not...