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Quick Hits On June 30, 2026, New Jersey Governor Sherrill signed legislation that bans the sale of sensitive consumer data by nearly all individuals and entities, with limited exceptions for HIPAA-covered entities and Gramm-Leach-Bliley-covered financial institutions. Violators of the sensitive data sale ban face civil penalties of $50,000 for each record sold, offered for sale, or licensed. Data brokers and data collectors must register with the New Jersey Division of…

The settlement arrives as the SBA is simultaneously overhauling the eligibility standards for its 8(a) Business Development Program, moving away from race-based presumptions of social disadvantage toward a new, discrimination-based test. Together, these developments underscore why businesses participating in SBA set-aside programs must stay current on evolving eligibility rules and ensure their certifications are well-documented to avoid inadvertent misrepresentations that could expose them to FCA liability. Quick Hits The DOJ…

Quick Hits Colorado now prohibits employers from retaining original versions of employee government identification documents for longer than ten hours. There is an express carveout for employers making and retaining copies of government identification documents. Employers must notify employees of the new prohibitions on retaining government identification documents when employment eligibility is verified, even if the employer does not require or retain original identification documents. Violations of the new law…

Quick Hits The WHD issued two companion opinion letters, FLSA2026-9 and FLSA2026-10, that together explain how it analyzes whether commute and pre-commute time is compensable under the FLSA. The unifying test is the “primary beneficiary” analysis—time predominantly for the employer’s benefit is work, time predominantly for the employee’s benefit is not—applied to the totality of the circumstances. FLSA2026-9 recognizes the ordinary commute as a third category of noncompensable time that…

Quick Hits The D.C. Circuit ruled that the NLRB’s “successor bar” rule violates the NLRA when it forces employers to recognize unions despite evidence of lack of majority support. The ruling reinforces employees’ rights to choose their representatives or to be union-free and challenges the NLRB’s authority to create additional barriers to change or remove union representation. This decision signals increased judicial scrutiny of NLRB decision-making, following the Supreme Court’s…

Quick Hits Employers must comply with obligations related to: (i) the prevention of discrimination and violence against women, (ii) NOM-035-STPS-2018 Psychosocial Risk Factors, and (iii) the Chair Law (“Ley Silla”). The government has increased workplace investigations, raising the importance of ensuring that employers are in compliance with employment-related laws.  Key Obligations Prevention of discrimination and violence against women. As a result of several amendments to guarantee an environment free of…

After the employment termination, employers may wish to continue monitoring for potential workplace safety threats and have strategic communication and crisis-response plans in place to address them. Quick Hits A pre-termination risk assessment and a carefully planned employment termination meeting can protect the safety and dignity of everyone involved. Prompt revocation of a departing employee’s system and building access, along with a coordinated return of company property, can help prevent…

Quick Hits The NJDOL has issued long-awaited guidance/FAQs on recent NJFLA amendments, which became effective on July 17, 2026. The guidance clarifies that employees receiving TDI or FLI benefits, whether through the state or a private insurance plan, are entitled to job protection for as long as they receive those benefits while on an otherwise unpaid leave of absence. The job protection is separate from reinstatement rights already provided under…

Quick Hits As of July 1, 2026, employers in Washington State with fifteen or more employees anywhere that inquire about or consider criminal history in employment decisions have significant new requirements under the Washington Fair Chance Act. The law applies to all sources of criminal history information. The amended law expands protections to current employees. The amendments also expand employer obligations to notify employees of their rights. The WFCA amendments…

Quick Hits The EEOC has proposed rescinding federal EEO reporting requirements, including mandatory annual EEO-1 filings. As of the publication date of this article, the proposed rule has not yet been formally published in the Federal Register and remains subject to public comment. Current reporting obligations remain in effect unless and until the EEOC issues a final rule; the EEOC would retain authority to seek relevant records during investigations. The…