Alaska Enacts Payroll Card Account Requirements – On June 18, 2026, Alaska enacted Senate Bill (SB) 79, which establishes requirements for employers that pay employee wages using payroll card accounts. The new law took effect on July 1, 2026.
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On June 29, 2026, the Equal Employment Opportunity Commission (EEOC) voted to rescind two guidance documents that, for more than four decades, gave private employers a framework for adopting voluntary affirmative action plans under Title VII of the Civil Rights Act (Title VII): the agency’s 1979 interpretive guidelines on affirmative action and the related Section 607 of its Compliance Manual.
Key Highlights – The EEOC concluded that the decades-old guidance conflicted with the text of Title VII and with Supreme Court precedent holding that the statute protects every individual equally, rather than particular groups.
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Chronic conditions are no longer just a clinical concern; they are one of the most powerful forces shaping the U.S. healthcare system and its rising costs. Chronic conditions such as heart disease, cancer, diabetes, Alzheimer’s disease and mental health conditions impact millions of Americans, requiring continuous care, treatment and support over time.
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Pay increases aren’t one-size-fits-all. Employers use several types depending on their goals, budget, and workforce needs, and these differences matter more than many organizations realize. A merit increase signals something very different to an employee than a standardized across-the-board adjustment, even if the dollar amounts are similar. Understanding the distinctions helps organizational leaders make more consistent, defensible compensation decisions and have productive conversations with employees when it’s time for raises.
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It can be difficult for management to understand why an employee may be excelling in one area of a job, while underperforming in another. Many employers have found performance improvement plans (PIPs) to be a great tool when trying to identify and resolve employee behavior or performance issues. PIPs are typically implemented when an employee has developed a pattern of performance issues that may be affecting their individual success, or that of their department or company.
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To help keep you informed of the latest employment law developments, we’re providing this special HR update highlighting the state and local minimum wage increases that take effect today, July 1.
Click here or on the images below to view the complete minimum wage update, including the full summary of new rates and effective dates.
Continue readingChicago Revises Rules for Paid Leave and Paid Sick and Safe Leave – The Chicago Dept. of Business Affairs and Consumer Protection has revised the rules for the city’s Paid Leave and Paid Sick and Safe Leave ordinance. The changes take effect June 1.
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The federal Family and Medical Leave Act (FMLA) provides eligible employees of covered employers with job-protected leave for qualifying family and medical reasons. It requires continuation of their group health benefits under the same conditions as if they had not taken leave. FMLA leave may be unpaid or used at the same time as employer-provided paid leave.
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Federal law requires employers to hire only individuals who may legally work in the United States—either U.S. citizens or authorized foreign nationals. To comply with the law, employers must verify the identity and employment authorization of each individual they hire by completing and retaining the Employment Eligibility Verification form (Form I-9). Employers must have a completed Form I-9 for every employee hired after Nov. 6, 1986.
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