California’s leave and benefits landscape continues to expand with revised paid sick leave rules, upcoming changes to paid family leave, and broader personnel file access requirements. Employers must understand these changes to avoid disputes and maintain compliant practices.
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Through new legislation and shifting enforcement priorities, California continues to challenge common workplace practices, including collectible wage judgments and binding employment agreements. Employers must understand how new rules on wage judgment penalties, stay-or-pay provisions, and arbitration agreements affect risk and
California continues to push pay transparency further into the mainstream of employment law. Employers with 15 or more employees now face more detailed requirements for posting wage ranges and reporting pay data. Penalties for missing or incomplete information have increased,
Upcoming Webinar: New Year, New Laws – What Oregon Employers Need to Know for 2026 – February 4, 2026As a new year gets underway, gain a clear understanding of the employment law changes Oregon employers need to know. Join Stoel
Minnesota’s paid leave program goes into effect January 1, 2026, which will be here sooner than you think and there are important deadlines to be aware of. Employers who have not yet done so should:
What starts as a simple employment verification request can quickly turn into something riskier. As hospitals dig deeper during physician credentialing, HR professionals are increasingly faced with forms that ask for more than just facts—venturing into judgment calls about clinical
As Congress approaches a funding lapse resulting in a government shutdown, California employers should prepare for several indirect effects on workplace operations. Although a federal shutdown does not halt California’s employment laws, it does pause many federal agency functions, as
The VETS-4212 filing period for federal contractors opened last week on August 1, 2025, and closes on September 30, 2025.
Federal contractors and subcontractors with 50 or more employees and at least one federal contract of $150,000 or more are
Last week, U.S. Secretary of Labor Lori Chavez-DeRemer issued Order 08-2025 and the Office of Federal Contract Compliance Programs (OFCCP) issued a Bulletin explaining the Secretary’s Order. Importantly for federal contractors, “OFCCP will be exercising its discretion to administratively close
The U.S. Department of Labor (DOL) recently stated that it will not enforce an employee-friendly independent contractor rule implemented by the Biden administration in 2024 (“Biden Rule”). The Biden Rule made it more difficult for businesses to classify workers as
