California’s May 2027 pay data reports will use 23 job categories based on the federal Standard Occupational Classification (SOC) system, replacing the 10 EEO-1 categories used in prior reports. Employers should consider using the remainder of 2026 to map their
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DHS Proposes New OPT Fees: What It Means for F-1 Students, Schools, Employers
Takeaways
- DHS has proposed a $70,000 fee for an initial OPT period and a $30,000 fee for each subsequent period, including a STEM OPT extension.
- The student’s school would pay the fee before recommending OPT in SEVIS, although the proposal
…
GAO Calls for Renewed Oversight of Federal Contractors’ Disability Employment Obligations
A newly released Government Accountability Office (GAO) report calls on the Department of Labor (DOL) to strengthen its oversight of federal contractors’ compliance with Section 503 of the Rehabilitation Act and provide more guidance to help them meet their obligations.…
California Expands Bereavement Leave to Include “Designated Person” Starting January 2027
Effective Jan. 1, 2027, covered California employees must be permitted to take bereavement leave following the death of a “designated person.” Read more about this expansion of California’s bereavement leave law from our California colleagues.
California Expands Paid Family Leave Benefits for Military Families
California adopted legislation expanding when employees may be eligible for paid family leave benefits related to military deployment. Our colleagues provide more details about these amendments here.
October 1 Brings Changes to D.C. Universal Paid Leave Act
The District of Columbia City Council has passed legislation, effective October 1, 2026, that reduces the number of weeks of paid leave available to workers in the District under the D.C. Universal Paid Leave Act (UPLA).
Before October 1, 2026,…
An In-Depth Look at California’s Stay-or-Pay Rules After AB 1697
On September 30, 2026, Governor Gavin Newsom signed Assembly Bill (AB) 1697 into law, revising California’s restrictions on stay-or-pay provisions. Some of the changes at a high level include:
- Postponement of compliance until January 1, 2027.
- Expansion of the exception
…
When the Productivity Monitor Becomes the Boss: California’s No Robo Bosses Act and Employee Monitoring Platforms
California has enacted SB 947, the No Robo Bosses Act. It adds new Labor Code requirements for employers that use automated decision systems (ADS) to make disciplinary and termination decisions, and it takes effect July 1, 2027. Importantly, the…
California’s New Workplace Surveillance Law
Governor Newsom signed Assembly Bill (AB) 1883, establishing new restrictions on how employers may use surveillance tools in the workplace, particularly those powered by artificial intelligence. A trend may be emerging as other states, such as Maine and Connecticut…
California Expands and Modernizes Workplace Violence Restraining Orders
Governor Newsom signed Assembly Bill (AB) 1961 and AB 2179 on September 30, 2026. The companion measures amend Section 527.8 of the Code of Civil Procedure to expand when employers may seek workplace violence restraining orders (WVROs) and to modernize…