News & Alerts

First, the good news – if you are not employed at a college or university, you need not read further. For those in education, please read on. A federal district court temporarily blocked the collection of expanded IPEDS data on applicants for admission. As we previously shared, the National Center for Education Stati

Based on Federal 9th Circuit Court Decision, OFCCP to Disclose Five Years of Government Contractors' EEO-1 Reports OFCCP Announced It Will Release the Reports to The Center for Investigative Reporting on February 25, 2026

The California Pay Data Reporting Portal is now open and employers have until Wednesday May13th, 2026 to submit their Payroll Employee and Labor Contractor Reports to the CRD.

Annual California Pay Data Reporting is upon us again. This year’s deadline, for both Payroll Employee and Labor Contractor Employee Reports, is May 13, 2026.

Submission of Seven Years of Detailed Data Due by March 18, 2026. The Data Will Be Used for Potential Discrimination Investigations.

Massachusetts requires private employers with 100 or more employees located in the state to submit their most recently filed EEO-1 Reports by February 2, 2026 to the state’s Reporting Portal.

President Trump Issued New Executive Order on Artificial Intelligence in December 11, 2025.

Government Increases Contract Thresholds for Affirmative Action Plan Obligations Under Section 503 & VEVRAA Covered Government Contractors Must Prepare Annual AAPs Under Section 503 & VEVRAA - Are You In Compliance

E-Verify Has Re-Started and Is Operational and USCIS Has Provided Detailed Guidance to Address Backlog.

Massachusetts Job Posting Pay Transparency Requirements Become Effective October 29, 2025 Pay Ranges Must Be Included in Job Postings and Provided to Employees and Applicants

During the Ongoing Federal Government Shutdown, E-Verify is Down But I-9 Employment Verification Obligations are Still in Effect - How Should Employers Comply?

California Artificial Intelligence Regulations Take Effect today, October 1, 2025 – What Do Employers Need to Know?

OFCCP Director Catherine Eschbach Leaving for EEOC Attorney Role  U.S. DOL Policy Advisor, Ashley Romanias, To Be New OFCCP Director

U.S. Department of Justice Sends Out First Wave of Letters Launching Civil Rights Fraud Initiative Investigations - Significant Potential False Claims Act Exposure for Federal Contractors

Trump Administration Proposes Greatly Expanded IPEDS Reporting for Colleges & Universities Which May Create Significant Legal Exposure.

Still Wondering What "Illegal DEI" Means? U.S. Department of Justice Issues Guidance with Useful Detail, Examples & Best Practices  This Guidance Offers Employers a "Roadmap" to How the Administration Interprets Many Corporate DEI & EEO Practices, & Where Risk May Be Present

The day after President Trump took office, he signed Executive Order (EO) 14173 “Ending Illegal Discrimination and Restoring Merit-Based Opportunity”. That EO, among other things, eliminated affirmative action requirements for federal contractors regarding race and gender. Many contractors assumed affirmative action in

Contractors Need Not Do Anything Pending that Decision

In January, 2025, President Trump signed Executive Order14173, Ending Illegal Discrimination and Restoring Merit-Based Opportunity, which rescinded Executive Order 11246 – requiring federal contractors implement Affirmative Action Plans for females and race/ethnic minorities – and prohibiting “illegal DEI”, among other

As most of us know, President Trump’s Executive Order (EO) 14173 “Ending Illegal Discrimination and Restoring Merit-Based Opportunity”, among other things, revoked EO 11246. The new EO allows federal contractors to continue to comply with EO 11246’s regulatory scheme for 90 days. That 90 day “grace period” ends April 2

The Department of Labor announced today that Catherine Eschbach is the new OFCCP Director. The press release quotes Director Eschbach as saying – President Trump made clear…that EO 11246 had facilitated federal contractors adopting DEI practices out of step with the requirements of our Nation’s civil rights laws…

This past Friday, the U.S. Court of Appeals for the Fourth Circuit lifted the nationwide injunction on President Trump's Executive Orders targeting employers’ Diversity, Equity and Inclusion (DEI)programs. This ruling will allow the Administration, and federal agencies, to immediately

On Friday, January 21, 2025, the U.S. District Court of Maryland issued a Preliminary Injunction pausing the federal government’s enforcement of three provisions of President Trump’s Anti-Diversity, Equity and Inclusion (“DEI”) Executive Order 14173 “Ending Illegal Discrimination & Restoring Merit-Based Opportunity

The Acting U.S. Secretary of Labor Vince Macone has directed OFCCP to halt all enforcement audits and investigations under Executive Order 11246, which was revoked last week by President Trump.

President Trump Rescinds Executive Order 11246 Ends Government Contractor Affirmative Action for Women & Race/Ethnic Minorities  Section 503 & VEVRAA Affirmative Action Remains

New FOIA Requests Seek from OFCCP Federal Contractors' 2021 and 2022  EEO-1 Reports

CSAL Provides Advance Notice of Upcoming Compliance Audits.

Employers Must Include Salary Range, Other Compensation & Benefits.

The EEOC has announced that this year, employer’s EEO-1 Reports will be due on Tuesday, June 4, 2024.

U.S. DOL Appeals and Seeks Stay of EEO1- Report Release

California has added new reporting requirements this year, though they are relatively minor. In this update, we outlined the existing and new filing requirements for this year’s reporting.

Several states – including New York, California and Colorado – now require employers to disclose, in job advertisements, starting pay ranges and benefits information. In addition, over the past few years, many states have prohibited employers from asking for, or using, salary history to set starting pay for new employees.

In response to a Freedom of Information Act (FOIA) request by the Center for Investigative Reporting, OFCCP withheld the EEO-1 Reports of those federal contractors who timely objected to the release of their Reports. The federal District Court for the Northern District of California has now ordered OFCCP to release, by February 20, 2024, the withheld EEO-1 Reports.