Expert Compliance Insights & Tips for Businesses

Employers often monitor activity on work devices, track employee locations, or install video cameras for safety and security reasons. Such surveillance can also protect trade secrets and verify time worked, particularly when employees work remotely. However, privacy laws at the federal and state levels demand that monitoring be transparent and limited to legitimate business needs. This article explains why transparent monitoring is essential, outlines state laws requiring notice, highlights pitfalls to avoid, and offers best practices and a template notice.

Remote work allows employers to hire talent wherever they live, but it also extends the company’s legal obligations into every state where employees sit. U.S. labor laws operate in layers; federal rules set a baseline and are supplemented by state and local statutes. When a company has people working remotely across multiple states, managers must understand that the laws of the employee’s location generally apply regardless of where the headquarters sits. This article explains why multi-state labor compliance creates compliance headaches around postings, pay, and taxes, and offers practical steps to manage the risks.

Diversity, Equity, and Inclusion (DEI) programs aim to improve fairness at work, but federal agencies are paying closer attention to whether these programs follow the law. The Equal Employment Opportunity Commission (EEOC) and the U.S. Department of Justice (DOJ) are reviewing initiatives that use protected traits when making hiring or promotion decisions. This article explains the new enforcement focus, the policies that may be risky, what employers must do to comply, and how to create DEI programs supported by evidence.

Employers in the United States maintain huge amounts of personal information about their workers – not just names and addresses, but Social Security numbers, healthcare data, salary details, performance records, and even biometric identifiers. This article illustrates the legal landscape around employee data protection, explains what information qualifies as sensitive information, and outlines best practice steps for human resources (HR) departments and compliance teams striving for stronger employee data compliance.

Fully remote arrangements helped organizations survive lockdowns and remain popular with many workers, but mandatory “Return‑to‑Office” (RTO) policies can invite legal risk when employers ignore existing employment laws. Wage and hour rules, disability accommodations, poster obligations, and discrimination laws apply regardless of where people perform work. To ensure strong RTO policy compliance, employers need to understand how these rules apply differently across remote, hybrid, and on‑site models, draft clear policies, and communicate changes to staff.

State pay transparency laws have exploded over the last few years. What started as a few local ordinances is now a patchwork of statewide rules that are rewriting how employers advertise jobs, promote employees, and discuss compensation. For employers, staying compliant means more than just sticking a number in a job ad; it requires an understanding of how to train hiring managers and maintain accurate pay scales.

Businesses are using artificial intelligence to recruit, manage, and monitor their employees. New automated systems are filtering résumés and providing metrics on how long employees are working at their desks. While the efficiencies gained from these systems can be a benefit to employers, there is also a potential compliance risk associated with these systems. For example, the Equal Employment Opportunity Commission (EEOC) and state governments are increasingly focused on AI workplace compliance, scrutinizing AI systems for potential bias against protected classes of workers as well as for infringing upon employee privacy.

On December 2nd, 2025, the U.S. Department of Labor's (DOL) Occupational Safety and Health Administration (OSHA) issued a news release on the state of workplace safety enforcement. Specifically, the agency announced its standing and structure after the long federal government shutdown.

Last week, the Department of Labor (DOL) announced that it received nearly 50,000 comments regarding its proposed heat stress rule. Specifically, the rule would be overseen by the agency’s Occupational Safety and Health Administration (OSHA).

On November 19th, 2025, the U.S. Equal Employment Opportunity Commission (EEOC) released new and updated educational materials on national origin discrimination. Notably, the recent announcement follows earlier claims by the agency that it would advance robust enforcement and awareness of national origin discrimination.