On May 14, 2026, the federal Equal Employment Opportunity Commission (“EEOC”) submitted a request to rescind the demographic reporting obligations of large employers in the U.S. The “Pending EO 12866 Regulatory Review” notice (“Regulatory Review Notice”) which can be found here, states that the request is for the “Rescission of EEO-1, EEO-2, EEO-3, EEO-4. EEO-5, And Reporting Requirement Under Title VII, the ADA, GINA, and the PWFA.” 

What does this mean? 

Continue Reading EEO-1 Reporting Going Away? Breaking Down the EEOC’s New Proposal

Believe it or not, we are almost half-way into 2026 and the California Legislature has been busy proposing new legislation that will impact the workplace. The Legislative calendar will take us through August 31, 2026 which is the deadline for the Legislature to pass any bills that have been proposed and get them to the Governor’s office to sign or veto by September 30, 2026. Below are just a few of the proposed employment-related bills to watch:

Continue Reading Proposed Employment Legislation To Watch

Meal and rest break compliance remains a key issue in California wage and hour litigation. In this episode of California Employment News, Weintraub Tobin Shareholders Meagan Bainbridge and Shauna Correia discuss how employers can use attestations to identify issues, correct them, and reduce legal exposure.

Continue Reading California Employment News: Stop Penalties Before They Start: The Power of Meal and Rest Break Attestations

On May 21, 2026 Governor Newsom signed Executive Order N-6-26 (“EO N-6-26”) which will require state agencies to research and propose certain policies and measures to mitigate the negative impact of AI on California workers.

Continue Reading Governor Newsom Signs Executive Order Requiring New Oversight on AI’s Impact on the Workplace

Federal immigration compliance has always required employers to maintain accurate Form I-9 records, but recent changes issued by U.S. Immigration and Customs Enforcement (ICE) significantly raise the stakes for even seemingly minor paperwork mistakes. In this article, we explore how ICE’s updated guidance reclassifies certain longstanding clerical errors as substantive violations, increasing the risk of immediate fines for employers during an I-9 audit. 

Continue Reading ICE’s Updated I-9 Audit Guidelines: What Employers Need to Know