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In late May 2026, Connecticut Governor Ned Lamont signed the Connecticut Artificial Intelligence Responsibility & Transparency Act (the "Act"). The Act is comprehensive and regulates many different areas beyond employment, such as consumer and companion chatbots, frontier-model developers, generative-AI content
What Does This Mean for Colorado Employers?
This new law passed in Colorado imposes specific restrictions on how employers handle government-issued identification documents for their Colorado employees. The law prohibits employers from demanding, confiscating, or improperly retaining certain identification documents,
The U.S. Supreme Court, in its recent decision in Trump v. Barbara, concluded that the 14th Amendment guarantees citizenship to all children born in the United States, regardless of their parents’ immigration status.
In 1979, the EEOC published “Affirmative Action Appropriate Under Title VII of the Civil Rights Act Of 1964”. 29 C.F.R Part 1608 (“the Guidance”) which provided guidance to employers electing to implement voluntary affirmative action programs.
On June 8, a federal district court in Massachusetts struck down, on a nationwide basis, the administration’s $100,000 H-1B visa fee requirement, which it had implemented in September 2025.
In a significant policy change, the administration recently announced that, effective immediately, applicants for permanent ‘green card’ visa status generally must be physically outside the U.S. at the time of their application.
Colorado employers using artificial intelligence in employment decision-making need to prepare for new compliance obligations. On May 14, 2026, Colorado enacted the new law - SB 26-189 - substantially revising the state’s prior artificial intelligence law and establishing new requirements for organizations that use ‘au
Federal Agencies Closely Coordinate to Increase Immigration Enforcement Against Employers DOJ Sues & DOL Suspends Federal Contractors Face Particular Risks Under False Claims Act
Since 1966, private employers with 100 or more employees have been required to annually file EEO-1 reports, requiring employers to submit the race/ethnicity and sex of each of its employees by EEO job category and workforce location. Similarly, non-private entities have been required to file EEO-2, EEO-3, EEO-4, or EEO
Effective today, federal agencies must include in new contracts detailed language requiring contractors to certify they “will not engage in any racially discriminatory DEI activities” and that contractors agree to submit to federal agencies detailed data, documents, and responses to agency inquiries
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In late May 2026, Connecticut Governor Ned Lamont signed the Connecticut Artificial Intelligence Responsibility & Transparency Act (the "Act"). The Act is comprehensive and regulates many different areas beyond employment, such as consumer and companion chatbots, frontier-model developers, generative-AI content
What Does This Mean for Colorado Employers?
This new law passed in Colorado imposes specific restrictions on how employers handle government-issued identification documents for their Colorado employees. The law prohibits employers from demanding, confiscating, or improperly retaining certain identification documents,
The U.S. Supreme Court, in its recent decision in Trump v. Barbara, concluded that the 14th Amendment guarantees citizenship to all children born in the United States, regardless of their parents’ immigration status.
In 1979, the EEOC published “Affirmative Action Appropriate Under Title VII of the Civil Rights Act Of 1964”. 29 C.F.R Part 1608 (“the Guidance”) which provided guidance to employers electing to implement voluntary affirmative action programs.
On June 8, a federal district court in Massachusetts struck down, on a nationwide basis, the administration’s $100,000 H-1B visa fee requirement, which it had implemented in September 2025.
In a significant policy change, the administration recently announced that, effective immediately, applicants for permanent ‘green card’ visa status generally must be physically outside the U.S. at the time of their application.
Colorado employers using artificial intelligence in employment decision-making need to prepare for new compliance obligations. On May 14, 2026, Colorado enacted the new law - SB 26-189 - substantially revising the state’s prior artificial intelligence law and establishing new requirements for organizations that use ‘au
Federal Agencies Closely Coordinate to Increase Immigration Enforcement Against Employers DOJ Sues & DOL Suspends Federal Contractors Face Particular Risks Under False Claims Act
Since 1966, private employers with 100 or more employees have been required to annually file EEO-1 reports, requiring employers to submit the race/ethnicity and sex of each of its employees by EEO job category and workforce location. Similarly, non-private entities have been required to file EEO-2, EEO-3, EEO-4, or EEO
Effective today, federal agencies must include in new contracts detailed language requiring contractors to certify they “will not engage in any racially discriminatory DEI activities” and that contractors agree to submit to federal agencies detailed data, documents, and responses to agency inquiries
