News & Alerts

Discontinue Using U.S. DOL Form CC-305 Inviting Applicants & Employees to Self-Identify Disability Status by September 21, 2026.

The U.S. Department of Justice (“DOJ”) $3.2 million settlement with OpenAI highlights growing exposure for employers when a ‘green card’ recruitment process differs from ordinary recruitment practices. HR, talent acquisition, and global mobility teams should ensure that green card sponsored recruitment

Join Us for This Discussion About Recent and Impending EEO Reporting Changes and the Options, Risks and Strategies for Employers to Consider Wednesday, September 9, 2026 at 12:30pm ET Last week, the U.S. Department of Labor issued final regulations that result in significant changes to the EEO and affirmative action

The Department of Homeland Security (DHS) has proposed a new $103,265 fee for every H-1B application subject to the annual “cap” lottery. If finalized, the fee would be payable when the petition is filed and would apply

Note: This Alert has been updated to reflect different effective dates for two separate regulations we describe below. The United States Department of Labor (DOL) published on August 21, 2026, three final rules addressing federal contractor equal employment opportunity obligations.

The United States Department of Labor (DOL) will publish today, Friday, August 21, 2026, three final rules addressing federal contractor equal employment opportunity obligations. The new regulations become effective October 26, 2026.

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

On March 26, 2026, President Trump issued a new Executive Order “Addressing DEI Discrimination by Federal Contractors” (“EO”) along with an explanatory Fact Sheet. The new EO states that – “DEI activities are not only unethical and often illegal, but also cause inefficiencies, waste, and abuse within entities that

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.