Quick Hits

• California Senate Bill 951 would require employers to provide at least ninety days’ advance written notice before eliminating positions due to AI or automation affecting twenty-five or more workers or twenty-five percent of the workforce, and to separately notify state agencies when they permanently stop hiring for roles replaced by AI.
• The bill

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Quick Hits

• Life science employers face a rapidly evolving 2026 legal landscape spanning noncompete enforcement shifts, expanding pay transparency mandates, AI bias audit requirements, immigration overhauls, DEI program legal exposure, NLRB policy reversals, OSHA heat standards, new leave and accommodation obligations, and workforce development imperatives.
• State and federal developments are moving in different and sometimes

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Quick Hits

• The DOL’s AI Literacy Framework defines essential skills for effectively using and evaluating generative AI technologies in the workplace.
• The framework encourages employers to provide hands-on training to ensure all employees possess baseline AI literacy skills to engage with AI tools responsibly and effectively.
• The framework outlines foundational content areas and key principles

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President Trump Nominates Two for NLRB. President Donald Trump has nominated James Macy to fill the remaining Republican seat on the National Labor Relations Board (NLRB). In addition, David Prouty, whose term is set to expire in August 2026, has been renominated for another five-year term on the Board. The remaining Democratic seat will remain…

On March 20, 2026, the White House released its long-awaited policy framework for governing the use and development of artificial intelligence (AI) and automated decision-making technology. While not breaking new ground, the framework outlines the Trump administration’s legislative recommendations to remove burdens on AI development and establish federal preemption of AI governance, though implementation remains…

On December 19, 2025, Governor Kathy Hochul signed legislation (Senate Bill S8338) that amended the New York State Human Rights Law (NYSHRL) to expressly recognize disparate impact as a basis for employment discrimination claims. Under the amended NYSHRL, a discriminatory practice may be established by a “practice’s discriminatory effect, even if such a practice was…

Figuring out that you hired the wrong person is always jarring. But what if the “wrong person” was never who they said they were at all? When an employer discovers that a current employee has misrepresented their identity—whether by applying using a stolen name and Social Security number, misrepresenting their identity using artificial intelligence (AI),…