COMPLIANCE ALERT
Whether you kept your DEI programs or eliminated them, you likely have exposure. Here is how to find out where you stand.
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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.
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...
There's a new W-4 form effective January 1, 2020, which significantly differs from previous versions. The W-4 is a required document that every new employee needs to complete so employers can properly withhold the correct amount of tax to submit to the IRS. {rsmembership id="1,7,9,10"} There's a new W-4 form effective January 1, 2020, which signifi...
Effective January 1, 2020, the U.S. Department of Labor (DOL) increased the wage threshold for classifying employees as exempt from overtime pay under the Fair Labor Standards Act (FLSA). The threshold has been increased 50% from $455 to $684 per week. {rsmembership id="1,7,9,10"} Annualized this is equivalent to $23,660 to $35,568 per year f...
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...
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...
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...
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 ...
The Centers for Disease Control and Prevention (CDC) and the Occupational Safety and Health Administration (OSHA) have issued new COVID-19 guidance to employers as of May 2020. {rsmembership id="1,7,9,10"} The Centers for Disease Control and Prevention (CDC) and the Occupational Safety and Health Administration (OSHA) have issued new COVID-19 guida...
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...
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.