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Fast-Approaching Deadline: OSHA Injury and Illness Data Due March 2, 2026: This article reminds covered employers to electronically submit their 2025 injury and illness records (Forms 300A, 300, and 301) through OSHA’s Injury Tracking Application. It emphasizes that failing to meet the March 2nd deadline can result in enforcement actions and increased public scrutiny of a company's safety record.
VETS-4212 Data Published on New DOL Open Data Portal: The Department of Labor has launched a new "Open Data Portal" that hosts company-specific VETS-4212 reports, which detail how many veterans are employed by federal contractors. This shift is part of a broader transparency initiative, replacing older enforcement databases with a more searchable, weekly-updated platform.
Thinking About Gamified AI Hiring Assessments? 6 Legal Risks and 6 Mitigation Steps to Consider: This piece explores how "game-like" hiring tests can lead to legal trouble, such as unintentional bias against older or disabled applicants and a lack of scientific validation. It suggests that employers should perform regular bias audits and ensure that "proprietary algorithms" are actually measuring job-related skills.
US Department of Labor launches OSHA Safety Champions Program to Advance Workplace Safety and Health: OSHA has introduced a new voluntary program that offers a step-by-step framework to help employers build more effective workplace safety cultures. Unlike traditional enforcement, this program allows companies to work collaboratively with OSHA-assigned experts to audit their safety practices without immediate threat of citation.
Not Human, Not Optional: The New Wave Of State AI Chatbot Laws: New laws in states like California and New York now require companies to clearly disclose when a user is interacting with an AI rather than a human. These regulations often include strict protections for minors, such as prohibiting AI from simulating "emotional relationships" or using personal pronouns.
The Three C's of Employee Discipline and Termination: This article outlines a framework for handling difficult personnel decisions by focusing on Consistency, Communication, and Common Sense. It argues that most wrongful termination claims can be avoided if employers apply rules equally, ensure employees know the rules beforehand, and ensure the punishment fits the situation.
Information for Employers on Protected Time Off: This resource details employer obligations under new paid leave laws, specifically focusing on New York City’s mandates for protected time and prenatal leave. It highlights that employers must provide written notices of these rights in multiple languages and are prohibited from retaliating against employees who use their accrued time.
