outsolve insights

Does your hiring in the second half of the year feel like a moving target? This can happen when compensation expectations shift faster than most annual planning cycles. If your salary ranges were set many months ago, then there’s a good chance the market has already moved past them. Compensation benchmarking shines front and center as a strategic necessity for hiring success.

Top Takeaways for HR

• Relying on a single, yearly compensation review creates an operational gap where preset salary bands fall behind fast-moving market rates, resulting in sudden friction during recruitment and an increased rate of declined job offers.
• When starting wages are aggressively inflated to attract new talent while internal structures remain unadjusted, experienced employees face flattened wage progression that compromises retention even among high performers.
• With new state-level pay transparency laws and federal oversight shifting rapidly, utilizing objective, real-time compensation data is an essential compliance strategy to legally defend your published salary ranges and internal equity structures.

Employee onboarding includes so many moving parts, but few are as important as Form I-9 compliance. It doesn’t matter if you're hiring one employee or hundreds, because maintaining a compliant I-9 verification process helps protect your company from costly penalties, ICE audit findings, and operational disruptions. The good news is that with the right processes, technology, best practices, and support, I-9 management can become a seamless part of your onboarding strategy rather than a compliance chore and headache.

Key Takeaways for HR

• Digital systems centralize records, reduce document loss, and automate tracking for reverification and retention deadlines, removing the manual variables that commonly trigger audit penalties.
• Routine internal reviews allow HR to identify and fix errors before an official Notice of Inspection arrives. The internal reviewer should be a member of the HR team who does not regularly manage the I-9 process but can be trusted to ensure continued confidentiality of the information contained on those Forms.
• Because remote and distributed hiring models often rely on external individuals to complete Section 2 verification, HR must establish rigid, consistent guidance and training for these representatives to prevent costly, uncorrected administrative mistakes.

HR professionals already have enough on their plates, from recruiting and onboarding to benefits administration and compliance management. One task that often gets overlooked until it becomes urgent is Form I-9 reverification. Though only a few reverifications might be required per year, failing to properly complete reverification can lead to fines, and even legal trouble.

Top Takeaways for HR

• While failing to reverify temporary visas creates massive liability, reverifying individuals who hold permanent authorization is equally illegal. HR must ensure that recruiters and managers never request updated paperwork for U.S. passports, valid Green Cards, or standard List B identity documents (like driver's licenses) when they expire
• Waiting until 30 or 60 days before a temporary visa expires to alert an employee is an operational failure that can lead to immediate business disruptions. A compliant strategy requires an automated tracking framework that initiates the first notification 120 days out.

Are you completing Section 2 before your employee completes Section 1? Stop.

For covered federal contractors and subcontractors, the takeaway is not that compliance responsibilities have disappeared. Core responsibilities involving disability inclusion, veteran employment, nondiscrimination, reasonable accommodation, outreach, documentation, and written plans continue.

I-9 errors are common. And costly. Whether it is an incomplete form, a mismatched document number, or a reverification oversight, errors can happen to even the most experienced HR professional.

This article is part of an ongoing legal series designed to provide insight and practical guidance on current and emerging workplace compliance issues. These insights shared by lawyers are based on their interpretation of existing regulations and proposed changes, and intended for informational purposes, not to be regarded as legal advice.  

If your company does business with the federal government, then you know just how high the compliance stakes can be, and how many deadlines you’re expected to manage. One annual requirement that can be pushed to the back burner, but carries consequences if missed, is the VETS-4212 Report.

Top Takeaways for HR

• Any business holding a single federal contract or subcontract worth $200,000 or more that is subject to affirmative action provisions must file the VETS-4212 report annually—even if the organization currently employs zero protected veterans.
• Contracting officers are prohibited from awarding or extending federal contracts to non-compliant organizations, so outsourcing this requirement to experts will help make sure that does not happen.
• Outsourcing or maintaining continuous HRIS data validation resolves misclassifications and system discrepancies early, turning a high-risk, last-minute filing scramble into an opportunity to strengthen overall workforce analytics.

HR is realizing that compliance isn’t just about avoiding penalties anymore, but it’s also about building smarter, faster, and more resilient organizations that can pivot as new regulations emerge. That shift is exactly where HR compliance as a service (HR CaaS) comes in, and it’s turned fragmented processes into a unified, proactive system that supports both risk management and business growth.

Top Takeaways for HR

• Managing disconnected vendors for payroll, I-9s, and benefits forces HR into a heavy administration mode where hours are lost to manual data reconciliation; offloading these tasks through an HR Compliance as a Service (HR CaaS) model allows teams to reclaim bandwidth for high-impact initiatives like talent development and culture-building.
• Software automation alone cannot interpret the nuances of shifting employment laws, such as new federal executive orders or multi-state pay transparency; a unified model provides both centralized technology and access to subject matter experts, turning delayed intelligence into confident, real-time decision-making.
• Instead of the high-stress scramble typical of a Form I-9 Notice of Inspection, a unified framework maintains a state of constant audit-readiness; this proactive approach, positions HR as a data-informed advisor to the C-suite rather than just an administrative function.

If you're a federal contractor or subcontractor, preparing your annual VETS-4212 Report is an important compliance responsibility that shouldn't be left until the last minute. A structured reporting process helps reduce errors, meet Department of Labor (DOL) requirements, and support your company’s commitment to employing protected veterans. Use this checklist to stay organized and confidently prepare your VETS-4212 filing to submit during the annual reporting window of August 1 through September 30.

This article is part of an ongoing legal series designed to provide insight and practical guidance on current and emerging workplace compliance issues. These insights shared by lawyers are based on their interpretation of existing regulations and proposed changes, and intended for informational purposes, not to be regarded as legal advice.  

OutSolve is proud to announce that it has earned a two-star certification in the Business category of The DaVinci Awards® for its HR Compliance as a Service (HR CaaS) methodology—a consultant-led, tech-enabled model that unifies I-9 compliance, labor law posters, state and federal obligations, and more under one continuous service.

This article is part of an ongoing legal series designed to provide insight and practical guidance on current and emerging workplace compliance issues. These insights shared by lawyers are based on their interpretation of existing regulations and proposed changes, and intended for informational purposes, not to be regarded as legal advice.  

Artificial Intelligence (AI) is enhancing and transforming many parts of our lives, including recruitment and employment. As with any new process, AI is not without growing pains. If you’ve been following HR news lately, then you’ve probably seen headlines about the Workday AI lawsuit. It’s a case that’s making headlines across the HR industry and raising critical questions about the tools many of us rely on to make smarter, faster hiring decisions.

Few HR compliance tasks are as risky as I-9 reverification. One missed expiration date, reverification, a missing signature, or an incorrect document can turn into an audit finding. The good news? With the right approach, I-9 reverification can become an efficient, low-stress part of your HR compliance strategy.

Top Takeaways for HR

• HR must use Supplement B (formerly Section 3) to update existing I-9s rather than creating new forms, ensuring that reverification is only triggered by expiring work authorization and never for U.S. citizens or lawful permanent residents.
• To avoid "fire drills" and audit findings, organizations should implement an automated tracking system that initiates employee notifications at 120, 90-, 60-, and 30-day intervals before employee work authorization documentation expires.
• Employers must avoid "over-reverification" such as requesting specific documents, running reverification through E-Verify, or re-checking List B identity documents, to prevent significant legal risk under federal anti-discrimination provisions.

The VETS-4212 report is an important way to illustrate your company's commitment to hiring and retaining veterans. It’s a key compliance requirement for federal contractors, and is required under the Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA) to support broader efforts to build a diverse and inclusive workforce.

This article is part of an ongoing legal series designed to provide insight and practical guidance on current and emerging workplace compliance issues. These insights shared by lawyers are based on their interpretation of existing regulations and proposed changes, and intended for informational purposes, not to be regarded as legal advice.  

Uses of artificial intelligence (AI) programming continue to grow, as AI platforms offer new ways to complete more tasks in less time. While the federal government has been encouraging almost unfettered development, many states, including Colorado, have passed regulations related to the use of AI technologies in the workplace. In 2026, Colorado passed a new AI law that requires employers to take affirmative steps whenever they use AI-based programming tools to make consequential decisions. Shortly after the law passed, Elon Musk’s company X.AI challenged the law in court, joined by the federal government.

When it comes to Form I-9 compliance, most employers put effort and thought into form completion and accuracy. Just as important is how long to keep the forms (record retention and purging). Toss them out too early and you risk a compliance violation. Keep them too long, especially if you don’t self-audit them, and you risk that same violation if there are errors on the form during an ICE audit.

Top Takeaways for HR

• Employers are legally required to keep a Form I-9 for every current worker, but once an employee leaves, the record must be kept for either three years from their original hire date or one year from their termination date, whichever is later.
• Holding onto files indefinitely increases data exposure risks, as any technical or procedural errors found on old forms remain fully fineable by ICE during an audit if they were not properly purged from the system.
• Because these documents contain highly sensitive demographic data, national origin details, and citizenship statuses, keeping them separate from employee files ensures internal managers do not have routine access and that government inspectors can easily review them within the mandatory three-business-day window.

Evaluating your hiring practices throughout the year is critical. It is important to make sure that your interviews are structured, consistent, and defensible. Let’s walk through how to keep your process both effective and compliant.

Top Takeaways for HR

• To ensure your hiring process is defensible during mid-year audits, you must replace "freestyle" interviews with a standardized process that uses identical core questions, predefined scoring criteria, and objective evaluation frameworks for every candidate.
• Every note taken during an interview must focus strictly on competencies, skills, and qualifications; documenting subjective impressions or personal characteristics creates significant legal exposure and can be used as evidence in discrimination claims.
• Because the concept of "cultural fit" often introduces unconscious bias, interviewers should be trained to assess work-style preferences and adaptability through behavioral, open-ended questions that are directly tied to the essential functions of the role.

In Part 1 of this series, we explored how pay transparency and pay equity have expanded from compliance concerns into business priorities. We discussed the benefits of building structured compensation programs, the risks of getting transparency wrong, and the broader impact compensation decisions can have on operations, finances, and employer reputation. 

A mid-year HR compliance audit helps organizations catch Form I-9 errors, compensation gaps, AI bias risks, and federal reporting issues before they become violations. HR teams should review these four key areas to ensure they are on the right track for the rest of the year.

This article is part of an ongoing legal series designed to provide insight and practical guidance on current and emerging workplace compliance issues. These insights shared by lawyers are based on their interpretation of existing regulations and proposed changes, and intended for informational purposes, not to be regarded as legal advice.  

Ensuring compliance with employment work authorization requirements is a crucial responsibility for employers. Form I-9 is the official document required by U.S, law that employers use to verify employee identity and employment eligibility of individuals hired in the United States.

Compensation practices today are under a level of scrutiny we've never seen before. Employees are more willing to discuss pay with coworkers. Candidates expect salary ranges before they apply, and a growing number of states are requiring employers to be more transparent about how compensation decisions are made.

This article is part of an ongoing legal series designed to provide insight and practical guidance on current and emerging workplace compliance issues. These insights shared by lawyers are based on their interpretation of existing regulations and proposed changes, and intended for informational purposes, not to be regarded as legal advice. 

Vetting vendors and partners for Form I-9 services is one of the most important decisions HR and compliance teams make, especially when it comes to immigration and workforce compliance processes. The right partner can reduce risk, improve audit readiness, and simplify employee verification workflows.

OutSolve has been named a Top Workplaces 2026 by the Times-Picayune for the 8^th year in a row.

HR continues to manage both people and increasingly complex compliance requirements. Between new and changing regulations and growing business demands, keeping everything compliant has become a full-time challenge. That’s why many companies are considering making the switch to an HR Compliance as a Service (HR CaaS)partner as a smarter, more sustainable approach.

By the time mid-year rolls around, most HR teams are deep into their processes and projects, but that’s exactly why a mid-year compliance check-in matters. For companies managing federal contractor compliance requirements, this is the ideal time to pause, recalibrate, and ensure nothing slips through the cracks.

Top Takeaways for HR

• Compliance programs naturally degrade over the course of the year due to shifting business priorities, personnel turnover, and process changes. Treating the mid-year mark as a "mini-audit" allows HR to catch recordkeeping gaps early, update labor law posters, and adjust internal processes before they face end-of-year regulatory scrutiny.
• Minor administrative or clerical errors in Form I-9s are no longer treated lightly by ICE auditors. A proactive mid-year review is an operational necessity to identify missing data fields, verify that strict processing deadlines are being met, and ensure your team avoids accumulating costly, systemic errors.
• Corporate initiatives and hiring strategies must be continually evaluated to ensure they comply with changing federal oversight and executive orders. HR must rely on objective workforce analytics to prove that all selection, promotion, and compensation decisions are based strictly on documented, job-related criteria rather than demographic preferences.

There’s no slowdown in the pay transparency laws that continue to expand across the country, and employers are increasingly being asked to rethink how compensation is communicated throughout the hiring process. What was once considered confidential HR information has become part of more open and “public facing” recruiting and employee engagement strategies.

For HR professionals working in federal contracting, compliance isn’t one single responsibility, it’s a collection of overlapping rules that touch hiring, pay, documentation, and reporting throughout the entire employee lifecycle.

HR teams have no shortage of forms and paperwork, compliance checklists, and onboarding tasks, but few are as critical as Form I-9. Even small mistakes can result in I-9 violations and hefty penalties if audited by ICE.

Pay transparency laws continue to gain momentum across the country, and employers are quickly learning that compensation practices are no longer just an internal HR matter. States are increasingly requiring employers to disclose salary ranges, limit salary history inquiries, and provide employees with greater visibility into pay practices. Virginia is the latest state to be added to the growing list.

Top Takeaways for HR

• Virginia’s pay transparency law is effective on July 1, 2026 and Virginia joins Washington as one of the only states where applicants or employees can directly file private lawsuits for job-posting violations; because this drastically increases class-action and litigation exposure, HR must treat this as a high-priority risk area rather than a minor job-board formatting exercise.
• Unlike other jurisdictions that exempt small businesses, Virginia's pay transparency and strict salary history bans apply to all employers operating in or recruiting into the Commonwealth, including remote companies with a single potential Virginia-based candidate; your recruiting workflows, recruiter scripts, and applicant tracking systems must be standardized immediately to eliminate past wage inquiries.
• To survive scrutiny from the Virginia Attorney General, HR must establish salary bands using documented, referenceable metrics, rather than arbitrarily broad numbers.

If you manage HR compliance involving a federal contract, then you’ve noticed that the rules keep changing and getting more complicated.

In June 2026, the National Partnership for Women & Families, Equal Rights Advocates, and The 75 Million Project released a brief urging Congress to restore and strengthen anti-discrimination protections for federal contractor workers after President Trump rescinded Executive Order 11246. For employers, the message is clear: compliance rules will keep shifting, so consistent data collection and analysis are now essential.

The middle of the year is one of the best opportunities for HR to strengthen compliance, yet it’s often overlooked. Many companies focus their efforts at the beginning and end of the year, but the reality is that regulations, risks, and internal processes shift throughout the year and need to be evaluated. A mid-year HR compliance check-in helps ensure your company stays aligned, focused, prepared, and protected.

Top Takeaways for HR

• Because federal and state enforcement priorities (like AI hiring and pay transparency) shift rapidly between January and June, a mid-year check ensures you aren't operating under outdated policies that create legal exposure.
• A successful audit goes beyond updating the employee handbook; it verifies that managers are consistently following new remote work or leave policies and that changes have been clearly communicated across the organization.
• Regularly auditing high-risk areas like I-9 forms from recent hiring surges and ensuring remote workers have digital access to updated labor law posters demonstrates "good faith" effort and can help alleviate fines if audited.

When an employment discrimination charge is filed, an investigator may look at how candidates were eliminated from the running. Unfortunately, many HR teams unknowingly increase their legal exposure by allowing recruiters or hiring managers to select generic reasons like “Rejected.” Auditing your candidate dispositioning reasons and training your team is growing increasingly important.

Top Takeaways for HR

Between changing rules, remote verification, multiple reviewers, and tight deadlines, it’s easy for even experienced HR teams to slip up and make errors when accepting documents for Section 2 for the Form I-9 process. Let’s walk through what you need to know to keep your process clean, consistent, and audit ready.

Top Takeaways for HR

• Employers are strictly prohibited from directing or suggesting which documents an employee should provide (e.g., asking for a "Driver's License and Social Security Card"); steering them toward specific documents, even for convenience, can be flagged as a discriminatory practice.
• Employers must physically examine original, unexpired documents; accepting scans or photocopies outside of a specific, E-Verify-authorized remote inspection workflow, is a primary cause of audit failures.
• Collecting more documents than required (e.g., recording a Passport and a Social Security card) is a common compliance error, which can trigger penalties just as easily as missing information.

Choosing an I-9 vendor requires more than a checklist of features. The best vendors pair strong technology with reliable compliance support so your team can move faster while reducing audit exposure. The following breaks down eight key Form I-9 features you should be asking about when you are evaluating I-9 vendor partners.

Not long ago, many companies viewed pay equity audits as a defensive measure to avoid legal penalties or prepare for a rare regulatory inspection. Managing compensation was about matching market rates, and teams could often get by with basic annual adjustments.

OutSolve Founder and CEO, Jeremy Mancheski, has been officially named a 2026 Most Admired CEO by New Orleans City Business. This prestigious recognition highlights the operational excellence, integrity, and forward-thinking vision that Jeremy brings to OutSolve every single day.

Mid-year is the time when most HR teams are deep into administering their hiring plans, performance cycles, and compliance checks. One area that often slips through the cracks is labor law poster compliance. States and jurisdictions oftentimes issue mid-year updates that require new labor law posters and a refresher of your handbook as policies and laws change. A mid-year audit is one of the simplest ways to stay ahead of risk and make sure your organization remains compliant as regulations change.

SHRM26 is happening in Orlando in June, and OutSolve is bringing the magic of HR Compliance as a Service directly to you there.

Are your hiring decisions truly fair, or could they be challenged?Hiring decisions don’t just impact compliance. They also affect performance and retention. A structured, merit-based hiring strategy helps ensure you’re selecting candidates based on qualifications, not bias. Optimizing hiring processes is essential to stay compliant and competitive in today’s labor market. 

As mid-year is upon us, this is the perfect opportunity for HR to take stock of compliance, processes, and employee experience. A mid-year HR audit is your chance to make sure that your HR operations are aligned with both business goals and new or changing regulatory requirements. Leveraging an HR Compliance as a Service (HR CaaS) partner can also make this process faster, more accurate, and less stressful.

On May 14, 2026, the Equal Employment Opportunity Commission (EEOC) proposed rescinding the EEO-1 filing requirement. The EEOC sent a request to the Office of Information and Regulatory Affairs (OIRA), following a trend of executive orders disrupting long-standing reporting and demographic data collection requirements. The proposal targets not only the EEO-1 filing but also EEO-2, EEO-3, EEO-4, and EEO-5 reports.

Completing Form I-9s has become more complex in today’s remote and hybrid work environments. When HR can’t be physically present to conduct employment verification for remote employees, I-9 authorized representatives often step in to support the Form I-9 completion process. The key is making sure that convenience doesn’t come at the expense of compliance and that you are dealing with trained reps. 

Top Takeaways for HR

• While USCIS allows virtually anyone to act as your I-9 authorized representative, the employer remains legally and financially responsible for every error, omission, or oversight made by that representative, making the choice of agent a high-stakes risk decision rather than a mere administrative one.
• Allowing friends or family members to act as representatives is the highest-risk option because they typically lack the training to spot fraudulent documents or navigate complex Section 2 sequencing, which can lead to civil fines of up to $2,861 per form.
• HR must exercise extreme caution when using notaries, as some states (like California and Texas) have strict legal restrictions on their involvement, and many notaries mistakenly "notarize" the form, a procedural error that can invalidate the I-9 during an ICE audit.

What is an I-9 Authorized Representative?

According to the U.S. Citizenship and Immigration Services (USCIS), an I-9 authorized representative is any person designated to complete Section 2 of Form I-9 on the employer's behalf. That’s right, any person. They don’t have to be an employee, an HR professional, or even affiliated with your company.

But here’s the critical caveat: you, the employer, are still liable for any errors, omissions, or compliance failures that your authorized rep makes.

So, what does it take to become an authorized representative for Form I-9? Technically, not much. There’s no formal registration or training requirement imposed by USCIS. However, just because anyone can be designated to complete Section 2 verification, doesn’t mean everyone should be.

The responsibility may seem simple. You verify documents, complete Section 2, and sign the form, but the risk of non-compliance is real if your representative doesn’t understand I-9 rules or lacks attention to detail.

For HR teams, the key takeaway is this: choosing the right authorized representative helps protect your organization from compliance risk.

Who Can (and Cannot) Be an I-9 Authorized Representative?

Now that we know who can serve as a representative, let’s explore the smart choices, and the not-so-smart ones, when making this decision.

Common Choices for I-9 Authorized Representatives

• HR Staff: The most common and lowest-risk choice, provided they’re sufficiently trained. They already understand employment law, internal compliance processes, and your organization.
• Hiring Managers: A common option since they interact directly with employees. However, inconsistent training and competing priorities can lead to errors or delays.
• Notaries: A popular choice for remote hires but use caution. Some states (like California and Texas) restrict notaries from completing I-9s unless they’re also bonded immigration consultants or employees of the company. Additionally, not all notaries understand what’s required and may mistakenly notarize the form, which is not appropriate because they are not acting as an official Notary Public.
• Third-Party Vendors: Some companies partner with vendors who provide trained representatives nationwide. This can be especially helpful for remote or high-volume hiring, but it’s important to understand how those representatives are trained and managed.
• Friends and Family of the New Hire: This is technically allowed, but also the riskiest option. Most lack training, and their personal connection to the new hire can compromise document scrutiny or lead to errors. It’s a potential compliance landmine.

Here’s a quick visual on the pros and cons of the various options:

Do you delegate your verification of Section 2 on Form I-9? If so, you’re not alone. Form I-9 compliance tasks often get delegated, but liability never does. When you rely on an authorized representative for I-9 verification, even minor training gaps can create major compliance risk.

This article is part of an ongoing legal series designed to provide insight and practical guidance on current and emerging workplace compliance issues. These insights shared by lawyers are based on their interpretation of existing regulations and proposed changes, and intended for informational purposes, not to be regarded as legal advice.  

Today’s I-9 enforcement environment is defined by high-frequency enforcement surges and a web of overlapping federal regulations that demand absolute procedural precision.

Pay equity is being thrust into the spotlight with the rise instate pay transparency laws. Employers are required to post salary ranges in job postings, which is forcing them to examine their overall compensation practices and strategy. There is no better place to start than ensuring your pay is fair and equitable for all employees.

Top Takeaways for HR

• Rising state pay transparency laws and federal regulations like the Equal Pay Act now require employers to proactively audit compensation and post salary ranges to avoid costly legal penalties and fines.
• Beyond mere compliance, pay equity significantly boosts the bottom line by increasing employee retention by 30% or more and 82% of workers feel more engaged when paid fairly.
• While leaders often worry about the initial cost or complexity of pay audits, addressing wage gaps voluntarily is far less expensive than facing the reputational damage and litigation arising from inequities discovered by third parties.

Human resources leaders face mounting pressure from rapidly shifting employment laws across the country. Minnesota alone now ranks fourth among states with the most extensive employment law changes. Managing these state-level expansions alongside intense federal enforcement shifts requires a robust, proactive approach to workplace compliance.

If you’re still treating the Form I-9 as a "set it and forget it" administrative task, it’s time for a reality check. With ICE doubling its enforcement presence and increasing from 10,000 to 22,000 officers, the margin for error has effectively disappeared. As Desiree Throckmorton, VP of I-9 Operations at OutSolve puts it, “[Form I-9 compliance is] not that easy to get this right and it is very easy to get it wrong. There is a lot of information to keep up with.”

In the current landscape of 2026, the intersection of shifting federal policy and aggressive worksite enforcement has fundamentally redefined the stakes of I-9 compliance. OutSolve commissioned exclusive research into this topic. The Operational Impact of Intensified I-9 Enforcement report provides a critical analysis of how today’s intensified enforcement cycles create unprecedented operational and financial risks for employers across the United States. 

This article provides strategic guidance for employers, as outlined by OutSolve and Roffman Horvitz.

August 2026 Update: A final rule issued in August 2026 made some changes to Section 503 and VEVRAA requirements. However, underlying obligations including completing written plans for both remains in place. Here is what changed: Section 503: Disability self-identification obligations and the 7% utilization goal were eliminated.

Federal contractors continue to face scrutiny when it comes to affirmative action and equal employment compliance. Section 503 of the Rehabilitation Act and the Vietnam Era Veteran’s Readjustment Assistance Act (VEVRAA) are two such regulations that directly impact how federal contractors recruit, document, train, and communicate across their organizations. Having a clear, reliable checklist on Section 503 and VEVRAA priorities and responsibilities helps employers move from reactive scrambling to proactive, audit -ready confidence.

ICE has redefined some key Form I-9 errors from procedural or technical to substantive. What this means for employers is missing dates and information can lead to significant penalties if they were to be uncovered in an audit, making self-audits and a solid I-9 process even more imperative. The changes described in this blog from technical to substantive are currently in effect.

On March 26, 2026, President Trump issued a new Executive Order 14398: “Addressing DEI Discrimination by Federal Contractors.”The EO addresses DEI activities that discriminate via disparate treatment by race or ethnicity. The EO does not cover disparate treatment for other categories such as sex, national identity, religion, age, and disability status.

Compensation planning has entered new territory. With increasing pay transparency laws and employee expectations around salary transparency and communication, HR can no longer afford to “wing it” when it comes to pay structures. Now is your opportunity to develop or refine a year-round salary band strategy that supports compliance, recruitment, and retention.

OutSolve recently hosted an insightful webinar, I-9 Compliance & E-Verify Regulations Under the Trump Administration, led by Desirée Throckmorton, VP of I-9 Operations at OutSolve, and Alissa Horvitz, Member Attorney at Roffman Horvitz.

Labor law posters may seem like a set it and forget it task, but HR teams could face non-compliance risk if they aren't kept updated.  Don't second guess your processes and wonder when minimum wage last changed, or if your state updated a leave notice, or if OSHA issued something new you missed. Automatic poster renewal services can help take this burden off your plate. 

In a landmark enforcement action, IBM has agreed to pay $17,077,043 to resolve allegations that it violated anti-discrimination laws related to their employment practices and DEI programs. This marks the first major False Claims Act violation penalized under the Civil Rights Fraud Initiative, which officially launched in May 2025.

Top Takeaways for HR

• Federal contractors who certify compliance with non-discrimination laws while maintaining DEI programs that include demographic preferences or targets may be held liable for fraud, resulting in severe financial penalties and potential contract debarment under the False Claims Act.
• The government specifically identified "diversity modifiers" in bonuses, "diverse interview slates," and restricted access to mentorship or training based on race or sex as illegal discriminatory practices that triggered the $17M settlement for IBM.
• Under the March 2026 Executive Order 14398, prime contractors are now legally responsible for monitoring their subcontractors for "racially discriminatory DEI activities" and must provide the government with full access to internal records upon demand to prove compliance.

Do you feel like HR compliance is a continuous juggling act? Between changing labor laws, multi-state requirements, and internal policies, HR often spends more time on repetitive tasks and paperwork than focusing on people. This is where an HR compliance as a service provider, also known as HR CaaS, comes in. It’s a modern approach that helps HR simplify, streamline, and stay ahead of compliance requirements.

Illinois pay reporting requirements under the Illinois Equal Pay Act of 2003 required require certain employers to submit detailed workforce and compensation data to the state to obtain a required Equal Pay Registration Certificate (EPRC).

Information in this blog is based on a webinar OutSolve hosted on March 11, 2026 titled DEI Developments in 2026: An Employer Update from OutSolve and Roffman Horvitz. You can download the recording here.

Growing a businessis exhilarating. New markets open, revenue increases, and your team expands. While there are many positive aspects, growth can often come with challenges and growing pains, like pushing your company’s infrastructure to the limit,especially your HR team.

Not long ago, many companies had a regular cadence and rhythm of HR compliance. Managing requirements was straightforward, and teams could often get by with a simple checklist and calendar of responsibilities.

In January 2025, President Trump issued Executive Order (EO) 14173. The EO ordered government agencies, contractors, and other federally funded organizations to stop DEI programs that violate Federal civil rights laws. The General Services Administration (GSA) is proposing to add new certification language regarding unlawful DEI programs in the System for Award Management (SAM) for entities registering for eligibility for federal financial assistance (i.e., grants).

Today’s HR leaders aren’t just managing people. They’re managing risk, data, culture, and compliance in an environment that seems to change by the quarter, if not month.

 Understanding the balance between staying compliant and advancing a companyculture of transparency and fairness is a top priority for HR and leadership. Act 203 (S.B. 1057), commonly referred to as the Hawaii pay transparency law, was enacted in 2023 and supports both transparency and fairness for workforces in Hawaii. Here are three key takeaways you’ll learn in this article: 

Think of yourself as a candidate when you’ve sought employment. How much did compensation impact your employment decisions? Odds are it was a big part of your decision to accept or decline a job offer. 

The first quarter of the year has a way of showing up fast and furious for HR teams. Between year-end reporting, hiring strategies, and performance review preparations, it’s easy for your Form I-9 processes to get pushed aside. But, if there’s one compliance area HR should put front and center at the start of the year, it’s employment eligibility verification.

This article is part of an ongoing legal series designed to provide insight and practical guidance on current and emerging workplace compliance issues. These insights shared by lawyers are based on their interpretation of existing regulations and proposed changes, and intended for informational purposes, not to be regarded as legal advice. 

Most employers don’t realize how costly an I-9 mistake can be until it’s too late. A single missing signature or late verification can trigger fines of up to $2,701 per violation. When those errors multiply across a workforce, the results can be devastating. Three Denver-area employers learned that lesson the hard way this year, paying over $8 million in combined penalties for employee verification violations.

The recent letter from the EEOC to Fortune 500 leadership signals a renewed focus on ensuring Diversity, Equity, and Inclusion (DEI) initiatives align strictly with Title VII and other non-discrimination mandates. While the agency confirms that most inclusion efforts remain lawful, employers must now carefully distinguish between broad outreach programs and decision-making processes that could be viewed as using protected traits like race or sex as determining factors. 

Compensation decisions aren’t just about numbers. They’re also about people, perception, and positioning in a competitive market. If your pay falls too low, then you risk not attracting and retaining talent. If it’s too high, then your company might overspend.

METAIRIE, La. - OutSolve, a leading national provider of HR Compliance as a Service (HR CaaS) solutions, today announced the appointment of Jason Rodrigues as Vice President of Sales. Based in Indiana, Rodrigues brings more than 15 years of sales leadership and entrepreneurial experience across the fintech, cybersecurity, and HR technology sectors. Rodrigues joins OutSolve at a transformational time as the company’s HR CaaS framework continues to gain strong market traction, helping organizations streamline key HR compliance functions under a single, scalable model.

Employers continue to be held to a higher standard when it comes to Form I-9 compliance, especially due to increased immigration enforcement and heightened scrutiny from ICE. Form I-9 audits are rising and it is becoming increasingly important to have a solid I-9 process in place.

We all know the feeling. In Q4, strategic planning is in full swing, and the roadmap for the upcoming year looks pristine. You have a solid compliance strategy, new initiatives lined up, and the budget approved. On paper, it’s perfect.

The beginning of the year usually feels like a fresh start that brings new business initiatives, goals, and strategies. The work you do between January and March can be the difference between a manageable reporting season or chaos.

Here’s What You’ll Learn

• Why Q1 makes the most sense to outsource federal reporting requirements, before filing windows open and the pressure increases.
• How HR compliance outsourcing creates a centralized process and source of validation for your data.
• What it looks like to establish a reporting calendar and ownership model early, so nothing falls through the cracks.
• Why proactive HR teams are acting now and not waiting for looming deadlines.
  

With changes regarding California pay data reporting taking effect in 2026 and 2027, this is the checklist you need to stay confident that you've got it all covered. Keep reading this update and be prepared to file your report by the May 13, 2026 deadline. 

Pay transparency continues to gain traction at the state level, and Rhode Island is no exception. Let’s dive into the details of how this law works and how your team can stay compliant.

This article is part of an ongoing legal series designed to provide insight and practical guidance on current and emerging workplace compliance issues. These insights shared by lawyers are based on their interpretation of existing regulations and proposed changes, and intended for informational purposes, not to be regarded as legal advice.

After several years of litigation, the Office of Federal Contract Compliance Programs (OFCCP) will be posting federal contractor EEO-1 race/ethnicity and gender data from 2016-2020 in response to a Freedom of Information Act (FOIA) request from the Center for Investigative Reporting (CIR). The data will be posted on February 25, 2026.

When it comes to HR compliance, one misstep or oversight could subject your company to fines, audits, or have a negative impact on the company’s reputation.

HR teams often field a familiar set of questions as Ramadan approaches. Can an employee shift their work hours? Can meetings be scheduled later in the day? What happens if HR gets more requests for PTO or updated schedules?

In 2026, Ramadan runs from the evening of Tuesday, February 17, through Thursday, March 19. For Muslim employees, the month has significant meaning, and it can affect work routines in very real ways. For HR, considering Ramadan accommodations in the workplace often means balancing empathy, legal responsibilities, and business needs, all at the same time.

Here’s What You’ll Learn

For decades, HR compliance followed a predictable rhythm. Federal guidance set the baseline, state laws made some adjustments, and you audited your HR processes annually. If a gap appeared, you fixed it. 

AI is already changing how companies hire, manage, and evaluate employees in the workplace. For HR professionals, AI is a game changer because it can help with things like speeding up resume screening, predicting employee turnover, and guiding performance evaluations.

Update: New Jersey proposed updates to its pay transparency law in October 2025. If passed, the requirements will be a first of its kind in that there will be limited on salary ranges so employers cannot post open ended ranges. Read on to learn more about the updates.  

The topic of pay transparency continues to gain attention across the United States, and New Jersey is no exception. NJ implemented a new pay transparency law effective June 1, 2025, requiring certain employers to disclose salary ranges in job postings and provide current employees with notifications of promotional opportunities.  

By mandating more pay transparency, New Jersey seeks to improve pay equity and give workers more insight into potential earnings and benefits. Let’s review the specifics of New Jersey’s pay transparency law, what it means for employers, and how HR can help prepare their organizations for these changes.  

Here's What You'll Learn

This article is part of an ongoing legal series designed to provide insight and practical guidance on current and emerging workplace compliance issues. These insights shared by lawyers are based on their interpretation of existing regulations and proposed changes, and intended for informational purposes, not to be regarded as legal advice.

The California Pay Data Reporting portal is now open and you have until Wednesday, May 13, 2026 to file. 

Those of you who recruit or manage employees in Nevada should already be familiar with the Nevada Pay Transparency Law, SB 293. This law went into effect on October 1, 2021. This law impacts HR processes, and your team needs to be prepared. Let’s do a Nevada Pay Transparency Law refresher, break it down in practical terms, and highlight its key components. 

Here's What You'll Learn

August 2026 Update: A final rule issued in August 2026 made some changes to Section 503 and VEVRAA requirements. However, underlying obligations including completing written plans for both remains in place. Here is what changed: Section 503: Disability self-identification obligations and the 7% utilization goal were eliminated.

Compliance under Section 503 and the Vietnam Era Veteran’s Readjustment Assistance Act (VEVRAA) can feel like a balancing act, combining compliance expectations with the goal of building a workforce that reflects different experiences, skills, and perspectives. 

For federal contractors, Section 503 and VEVRAA requirements are an integral part of recruiting practices. For HR, they also shape how inclusion is incorporated into everyday hiring strategies and decisions.  

Veteran and disability recruitment are smart business moves that strengthen teams, initiate new ideas, and improve overall outcomes across the company. 

Here's What You'll Learn

This article is part of an ongoing legal series designed to provide insight and practical guidance on current and emerging workplace compliance issues. These insights shared by lawyers are based on their interpretation of existing regulations and proposed changes, and intended for informational purposes, not to be regarded as legal advice.

Staying ahead of compliance changes can feel like a race against time for anyone in HR. Policies change and reporting requirements expand, making your inbox full of “urgent” updates from regulators. The good news? Being proactive can save you from “putting out fires” and potential fines. 

Let’s jump right into the specifics. Here are five compliance priorities that HR teams need to focus on today. 

Here's What You'll Learn

Connecticut’s pay transparency requirements are not new, but they are increasingly high risk for employers who haven’t fully aligned their hiring and compensation practices. HB 6380 (Public Act 21-30) has been in effect since October 1, 2021, and state regulators want to know if employers are meeting the letter and spirit of the law. If your compensation processes or job postings are still catching up, now is the time to act.  

Here's What You'll Learn

The way we work has changed permanently. Between hybrid setups, fully remote teams, employees scattered across cities, and even time zones, HR professionals are managing it all and learning to work within this new normal. This shift has brought about incredible flexibility and expanded talent pools, but it’s also introduced some serious logistical challenges, particularly when it comes to compliance tasks and requirements like I-9 verification. 

If you're still managing I-9 verification for remote employees the “old-fashioned” way and strictly on paper, then you need to rethink the process and adjust it to accommodate hybrid and remote environments. Remote I-9 verification isn’t just an option, it’s now a strategic must. 

Here's What You'll Learn

California's Pay Data Reporting portal opened on Monday, February 2, 2026 and reports must be submitted by Wednesday, May 13, 2026.

If you’re on an HR team in California, or have employees working in California, then you need to know the updates to the annual pay data reporting cycles. The state is making some changes to their report with the signing of Senate Bill 464.  

Here’s What You’ll Learn 

Employers operating in the European Union (EU) will begin to have pay data reporting obligations under the EU Pay Transparency Directive starting in 2027.  There is significant preparation required for employers to be in a position to report their data. 

Staying compliant with I-9 employment verification requirements is essential for every organization. For HR professionals managing a workforce across multiple locations, maintaining I-9 compliance can present significant operational challenges. Whether you’re onboarding a handful of new employees or hundreds, the way your team manages Form I-9s can determine the difference between a seamless audit and costly penalties.  

The Form I-9 is a simple two-page document that can be surprisingly easy to get wrong. Decentralized I-9 management, where individual locations handle the form independently, often leads to inconsistent procedures, higher error rates, misfiled or incomplete records, and increased ICE audit exposure. Fines for I-9 violations can range from hundreds to thousands of dollars per form, depending on the severity of the infraction. 

So, how can HR teams avoid common compliance errors and stay ahead of regulatory expectations? It ultimately begins with centralized I-9 management. 

Here's What You'll Learn

California has issued a new requirement under “Workplace Know Your Rights Act” (Senate Bill 294). This law now requires employers to provide a written annual notice to all employees regarding their workplace rights.  

Here’s What You’ll Learn 

This article is part of an ongoing legal series designed to provide insight and practical guidance on current and emerging workplace compliance issues. These insights shared by lawyers are based on their interpretation of existing regulations and proposed changes, and intended for informational purposes, not to be regarded as legal advice.

On January 7, 2026, OFCCP published a routine Notice in The Federal Register informing government contractors and subcontractors that it intends to seek re-approval of all federal contractor and subcontractor veterans affirmative action plan preparation requirements. The Notice follows a series of other activities, all of which indicate that OFCCP anticipates having continued oversight of federal contractor affirmative action obligations for veterans and individuals with disabilities. 

HR faces similar challenges every January, whether it’s a sudden rush of deadlines, new regulations to understand, updating labor law posters, or completing follow-up actions from the previous year.   

The New York City Council voted to pass an amendment in December 2025 requiring private employers to report pay data annually. This legislation also requires a designated NYC Agency to publish an aggregated employer pay data report. This move solidifies the report as one of the strongest local effects yet to address wage disparities based on race, gender, and ethnicity.  

It’s important to remember that this isn’t happening in a vacuum. Over the past few years, states like California and Illinois have introduced similar reporting rules, driving pay transparency from an ethical best practice into a legal requirement. The new NYC pay equity law is the latest, and arguably the most visible, signal that the practice of silent salary structures is coming to a close. 

Here's What You'll Learn

When it comes to Form I-9 compliance, the stakes are higher than ever. With increasing federal scrutiny and rising audit rates, managing Form I-9 has become more than just tedious; it’s downright risky. 

If you have employees in the European Union, or even some working remotely in an EU member state, then there’s a new law you need on your radar. It’s the EU Pay Transparency Directive. It was adopted in April 2023 with an objective to close the gender pay gap by requiring pay transparency, a structured reporting process, and employee access to compensation data.  

Here's What You'll Learn

Rules around compensation and pay transparency continue to increase across the country with more states enacting new pay transparency laws.  Delaware House Bill 105 (HB 105) is one of the latest of these new pay transparency laws. Starting in 2027, Delaware will require job postings to include salary or wage ranges and benefits information.   

Why does this matter? Because employee expectations are changing, regulators are increasingly active, and the compliance risk is real. For HR professionals, understanding this law isn’t an option. It’s become a strategic imperative.

Here's What You'll Learn

There has been a dramatic increase in immigration enforcement activity under the Trump administration. Increased scrutiny from federal agencies has many employers, especially those in industries with large immigrant workforces, asking themselves: Are we doing enough to stay compliant? 

For HR, this isn’t just a legal concern, it’s a people concern. Making sure every employee has the proper work authorization doesn’t just protect your company from fines, but it helps protect your workers, your operations, and your reputation. 

One of the more “disruptive” tools in the government’s enforcement toolkit is the immigration enforcement raid, often conducted by U.S. Immigration and Customs Enforcement (ICE). These raids can happen with no warning and can cause chaos in the workplace if you're not prepared. 

So, let’s break down what you, as an HR professional, need to know in case it happens in your workplace. 

Here's What You'll Learn

Form I-9 is a federal requirement that carries real consequences if handled improperly. With increased scrutiny on immigration by the current presidential administration and steeper penalties for noncompliance, now is the time to take a fresh look at your I-9 process to make sure you would be ready for an audit if ICE came knocking. 

Best Practices for Federal Contractor Employers in 2026 

The unpredictability of 2025 has been an uphill trek for HR teams across the U.S. This year brought substantive employment compliance changes to policies that have been in force for decades. 

AI is transforming nearly every corner of the workplace, and recruitment is no exception. From resume screening to candidate engagement, AI is truly reshaping how companies attract, assess, and hire talent. But, while technology is advancing quickly, not every HR department is ready to embrace it just yet. 

If you haven’t yet heard, the U.S. Department of Labor’s (DOL) Payroll Audit Independent Determination program (PAID) is officially back, with some changes and updates. For HR professionals, especially those working on compensation, compliance, and employee trust, this is a development worth paying attention to.  

HR compliance mistakes are one of the biggest and most avoidable drains on your budget. A single error—whether a missing Form I-9, an outdated poster, or a misstep in pay transparency—can lead to fines, lawsuits, reputational damage, or even lost contracts. Enforcement agencies are stepping up audits across industries, and penalties are higher than ever. 

On November 18, 2025, EEO Leaders, an organization comprised of Democratic-aligned former EEOC and OFCCP officials, published a response (“EEO Leaders Response”) to the Department of Justice’s (“DOJ”) July 2025 Memorandum titled “Guidance for Recipients of Federal Funding Regarding Unlawful Discrimination.”

Every U.S. employer, regardless of size or industry, is required by law to confirm each new hire’s identity and verify that they are authorized to work in the United States by completing a Form I-9. Even small mistakes in I-9 management, like an incorrect date or a missing field, can trigger costly I-9 violation penalties.  

If your compensation strategy is mostly “gut feeling” plus whatever you did last year… it’s time to rethink your approach. 

During times of sweeping change to federal laws, and with new state laws being enacted, it's more important than ever for HR professionals to ensure they have all their responsibilities clearly mapped out.  

August 2026 Update: A final rule issued in August 2026 made some changes to Section 503 and VEVRAA requirements. However, underlying obligations including completing written plans for both remains in place. Here is what changed: Section 503: Disability self-identification obligations and the 7% utilization goal were eliminated.

Do you know what Section 503 of the Rehabilitation Act and the Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA) mean for your organization? These two regulations are key to ensuring fair hiring practices and fostering inclusive workplaces, especially when it comes to IWD and protected veterans. If you're curious as to how these laws might impact your compliance strategy, read on! 

2026 is quickly approaching, and HR professionals working in federal contractor organizations have more than just recruiting goals, engagement strategies, and technology investments to think about. A new year means new goals and expectations, and when it comes to federal contractor compliance requirements, staying ahead is a must. 

In Part 2 of our CHRO Survival Guide series, we explored the costs of deregulation, the intensity of I-9 and E-Verify enforcement, and the impact of AI on HR compliance. In this final installment, Part 3 turns to the human side of HR leadership. We’ll examine how CHROs are navigating talent shortages, balancing automation with personalization in hiring, and responding to growing employee expectations around wellbeing and flexibility.

As non-essential government offices reopen, human resources, EEO, and compliance professionals in government contractor workplaces may want to generate a few priority to-do lists.   

Ensuring your business stays compliant with federal and state regulations is essential for all HR professionals. Missing a filing deadline or form submission can be costly both financially and reputationally to your company.  

You stepped into your new HR role ready to make an impact. But instead of a smooth onboarding, you found a pile of human resource problems no one warned you about: missing I-9s, outdated job descriptions, inconsistent compensation structures and practices, zero documentation for veterans programs, and no clear record of outreach efforts. 

In Part 1 of our CHRO Survival Guide series, we examined the regulatory “whiplash” caused by a surge of Executive Orders in 2025 and the uncertainty they’ve created for HR leaders. Part 2 of OutSolve’s 3-part research report, we shift focus to the hidden costs of deregulation and how policy rollbacks often increase, rather than decrease, internal complexity.  

Immigration enforcement is back in the spotlight, with employers squarely in the crosshairs. With a growing, large budget for DHS and a renewed focus on workforce audits, businesses of all sizes are discovering how costly even small Form I-9 mistakes can be. From missed reverifications to documentation errors, noncompliance has grown from a quiet, background HR issue to a headline risk with significant financial consequences. 

Getting a Notice of Inspection (NOI) from U.S. Immigration and Customs Enforcement (ICE) can make any HR professional nervous. While it may seem intimidating, understanding what an ICE audit involves and knowing how to respond can make the process less stressful.  

Welcome to the first of our 3-part research series titled CHRO Survival Guide: Navigating Today's Regulatory Change and Challenges. This part dives into the wave of Executive Orders issued in 2025 that are reshaping workplace compliance. We explore how sudden regulatory shifts create uncertainty, the cultural and legal risks they pose, and what actions CHROs can take to stay aligned with organizational values. 

It’s that time of year for new goals, new budgets, and new opportunities to strengthen your organization. The beginning of the year is an ideal time to take a step back, evaluate compliance needs, and assess your HR processes. One of the smartest moves you can make during this planning season? Partnering with an HR compliance consultant. 

Seasonal surges bring more than increased foot traffic and new faces. They also bring a significant hiring spike. 

The Department of Homeland Security (DHS) just announced an interim final rule related to automatic extensions of employment authorization. Employment authorization documentation (EADs) is no longer automatically extended when an alien files to renew their application on or after October 30, 2025.   

Compensation is one of the most sensitive and complex aspects of managing people. For many companies, standardizing pay across roles, teams, and locations can quickly become overwhelming. Without a solid foundation in place, pay decisions often become inconsistent, reactive, or even unintentionally biased. 

HR Teams are always trying to do it all—we’re compliance partners, onboarding experts, and often the first line of defense in making sure our organizations don’t run afoul of employment laws. One area that’s growing increasingly complex, especially for multi-state or hybrid employers, is Form I-9 and E-Verify compliance. 

This article is part of an ongoing legal series designed to provide insight and practical guidance on current and emerging workplace compliance issues. These insights shared by lawyers are based on their interpretation of existing regulations and proposed changes, and intended for informational purposes, not to be regarded as legal advice.

This article is part of an ongoing legal series designed to provide insight and practical guidance on current and emerging workplace compliance issues. These insights shared by lawyers are based on their interpretation of existing regulations and proposed changes, and intended for informational purposes, not to be regarded as legal advice.

As the fourth quarter rolls around and HR professionals begin prepping for performance reviews, compensation planning, and end of year reporting, be sure to save a spot on your planning and strategic checklist for a pay equity check-up. 

The countdown to 2026 starts now. Don’t wait until the new year to scramble — smart HR leaders are already mapping out their strategy. Whether you're navigating seasonal hiring, budgeting for new laws, or refining your compensation strategy, a solid plan now means fewer headaches later. 

The government shutdown is in its third week and human resource professionals find themselves in a tough spot. They must balance continuing operations as normal with the knowledge that their employees may be feeling stressed or tapped out, especially if they are not getting paid or fear losing their job. 

High-volume hiring seasons, whether during the holidays, back to school rush, or company growth spurts, can quickly overwhelm HR departments. When dozens, or hundreds (or more!), of new employees are onboarding all at once, the pressure to balance speed, compliance, and a positive onboarding experience becomes all too real. 

How do you attract and keep top performers in a job market where candidates have endless options, expectations are high, and pay transparency is the new normal? HR practitioners are asking themselves these questions every day. 

It’s hard to believe that the end of the year is here. With the final quarter of the year upon us, HR teams are entering one of the most critical planning seasons of the year. Now is the time to begin refining your HR strategic plan for next year. While other departments may be winding down, Q4 is HR’s opportunity to move full speed ahead and lay a solid foundation for the coming year. 

Pay transparency continues to be a hot topic, especially as more and more states enact pay transparency laws. It’s one of those topics many companies recognize as critical, but when it comes to practical, day-to-day implementation, things can get tricky. It’s one thing to know that pay transparency matters, and quite another to get it right.  

U.S. Citizenship and Immigration Services (USCIS) recently published additional frequently asked questions (FAQs) regarding the E-Verify Status Change Report and Employment Authorization Document (EAD) revocations. Employers are responsible for manually pulling this and need to add calendar reminders every two weeks to get updates to the EAD revocation page. These new changes place additional ongoing responsibilities for employers to monitor and act on this information promptly.   

This article is part of an ongoing legal series designed to provide insight and practical guidance on current and emerging workplace compliance issues. These insights shared by lawyers are based on their interpretation of existing regulations and proposed changes, and intended for informational purposes, not to be regarded as legal advice.

When Washington shuts down, government employees and contractors face multiple systemic issues and consequences. Federal offices sit empty, contracts get snared in limbo, and government contractors face half-finished projects and uncertainty about employee payrolls. Not surprisingly, shutdowns also stir up numerous questions: How long will furloughs last? Who pays for out-of-work employees? And most immediately, exactly who is affected by a government shutdown and how? 

When it comes to employment eligibility verification, few documents are as critical and error prone as the Form I-9. HR juggles compliance, onboarding, and documentation every day, but one misstep with Form I-9 can lead to significant consequences in 2025. This is especially true when it involves what's known as a substantive error. 

On September 17, 2025, the public comment period closed on three regulatory proposals issued by the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP).  

As an HR leader, you already know that developing an effective compensation strategy is more than just setting salaries. It's about building a system that motivates your people, syncs with company goals, and helps attract and retain top talent.  

As the new year approaches, businesses across the country are preparing for 2026 labor law compliance requirements. One of the most important steps you can take is ensuring you have the latest federal and state labor laws posters displayed in your workplace.  

If your company bids on state-funded projects in the state of Minnesota, then chances are you've heard of, or even submitted, the Minnesota Equal Pay Certificate. There is a lot that goes into gathering data and submitting this requirement and attention to all the elements is critical. Here are three key takeaways you’ll learn in this article: 

Update as of October 9, 2025: Brittany Panuccio has been confirmed by the Senate as an EEOC commissioner, restoring the EEOC quorum. She was confirmed by a vote of 51-47 on Tuesday, October 7 and fills the seat left vacant by Keith Sonderling. Her confirmation gives Republicans the majority in the EEOC.

This confirmation is crucial as is not restores the quorum in the EEOC meaning they can now issue official guidance. 

President Trump has nominated Brittany Panuccio to become a commissioner at the Equal Employment Opportunity Commission (EEOC). There are currently three empty seats on the five-member panel at the EEOC and this nomination, if approved, would fill one of them leaving two open.  

Update as of October 9, 2025: Despite the continued government shutdown, E-Verify has resumed operations. Employers must:

• • Submit E-Verify cases for anyone who was hired during the shutdown by Tuesday, October 14. 
  • Revise Referral Date Confirmations for employees who received a mismatch and notified you of their intent to contest it - more information found here
    

For more information on what you need to do with E-Verify cases, tentative nonconfirmations, federal contractor deadlines, and more, visit the E-Verify website here.

Government Shutdown Impact on E-Verify 

As of 12:01 AM on October 1, 2025, the federal government has shut down due to Congress's inability to pass funding legislation. This shutdown has resulted in the temporary suspension of the E-Verify system, which is operated by the Department of Homeland Security (DHS). 

From recruiting to training to building a strong corporate culture, HR functions in every corner of an organization. But one responsibility stands out for legal and compliance importance: employment eligibility verification.  

August 2026 Update: A final rule issued in August 2026 made some changes to Section 503 and VEVRAA requirements. However, underlying obligations including completing written plans for both remains in place. Here is what changed: Section 503: Disability self-identification obligations and the 7% utilization goal were eliminated.

Although compliance may not be the most exciting part of HR management, it’s still one of the most important, especially if you're a federal contractor. With some of the recent regulatory changes, including the January 2025 rescission of Executive Order 11246, you may be wondering where that leaves your obligations under Section 503 of the Rehabilitation Act and the Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA). 

When it comes to employment practices and conditions, fairness truly is a business imperative. As HR professionals, we know that compensation can make or break employee engagement, retention, and even your employer brand.  

This article is part of an ongoing legal series designed to provide insight and practical guidance on current and emerging workplace compliance issues. These insights shared by lawyers are based on their interpretation of existing regulations and proposed changes, and intended for informational purposes, not to be regarded as legal advice.

By law, employers must verify that every employee they hire is legally authorized to work in the U.S. But which laws are relied upon by the U.S. government to enforce that requirement? Many of the statutes it uses fall under the Immigration and Nationality Act. The Department of Justice (DOJ) may also enforce violations through anti-fraud laws in limited circumstances. Also, as of May 12, 2025, the DOJ has expanded its new Corporate Whistleblower Awards Pilot Program to include corporate immigration violations.

On September 11, 2025, the Fourth Circuit heard oral argument in one of the first cases to challenge the constitutionality of the two clauses in Executive Order 14173 that have been nicknamed “the certification provisions.”    

If you’re in HR, then you’re already well aware that pay transparency is no longer just a trending topic. It’s increasingly becoming the law and Minnesota has officially joined the wave. Minnesota’s new pay transparency law took effect on January 1, 2025, and HR teams are continuing to implement important updates and changes to their pay processes. From updating job postings to educating hiring managers, you need to stay ahead of the curve.  

Are the labor law poster notices on the break room wall doing their job?Are they updated with current regulations? Unlike the poster of your favorite basketball star or music icon, labor law posters aren’t there for decoration. They carry legal weight and if they’re outdated or misplaced, your business could pay the price. 

Welcome to Part 3 of our 3-part series, I-9 Compliance Trends: Enforcement Risks and Best Practices.As Part 1 revealed the heightened regulatory risks and Part 2 outlined the strategic role of executive leadership, this final installment focuses on the solution: automation technology. 

This article is part of an ongoing legal series designed to provide insight and practical guidance on current and emerging workplace compliance issues. These insights shared by lawyers are based on their interpretation of existing regulations and proposed changes, and intended for informational purposes, not to be regarded as legal advice.

Let’s be honest, talking about pay isn’t always easy. In today’s job market, avoiding the conversation around compensation can cost your company more than a few awkward moments. You could end up facing hefty fines, costly legal battles, and a damaged reputation. Fair, transparent, and competitive pay continues to be a critical part of successful HR strategy, especially when it comes to attracting and retaining top talent. 

Welcome to Part 2 of our 3-part research series, I-9 Compliance Trends: Enforcement Risks and Best Practices. With ICE audits escalating rapidly and fines growing exponentially, I-9 compliance is no longer just an HR issue—it’s a critical executive-level risk. This installment highlights why executive management must take ownership of compliance strategy, resource allocation, and internal governance to protect their organizations from financial penalties, reputational damage, and potential operational disruption. 

Spoiler alert: Just because your new hire's neighbor can verify and sign Section 2 of the Form I-9, doesn’t mean they should. 

Artificial Intelligence (AI) is quickly becoming a common tool in today’s recruiting and hiring process. From resume screeners and chatbots to video interview analysis tools, AI recruitment solutions promise faster, smarter, and more efficient hiring decisions. For overloaded HR teams, support from AI feels like a breath of fresh air and can’t come soon enough. 

Welcome to Part 1 of our 3-part research series, “I-9 Compliance Trends: Enforcement Risks and Best Practices.” 

If you’re working in HR, chances are you’ve been hearing a lot about recent pay transparency laws, and Massachusetts is the latest state to make a move in this area. The Massachusetts Pay Transparency Law takes effect October 29, 2025 and it’s important to start preparing now.

If you've spent any time worrying whether your pay practices are truly competitive, or if your compensation philopophy is helping or hurting retention, then you're not alone. Today's fiercely tight labor market puts the pressure on HR to make sure that pay is not only fair but also data-informed and future-proof. 

Is your organization contemplating an acquisition or merger with a federal government contractor? If so, the stakes have gotten even higher when it comes to due diligence in evaluating the company you are looking to purchase. 

Human Resources (HR) professionals know all too well that Form I-9 compliance is one of those non-negotiable requirements that can cause major headaches if not done correctly. With increased enforcement from the Immigration Custom and Enforcement agency (ICE), higher penalties for noncompliance, and the continuation of remote and hybrid work, I-9s are not something you can afford to take lightly. 

In today’s workplace, pay transparency isn’t just a trend anymore—It’s a movement. For Human Resources (HR), it’s changing how we hire, how we talk about compensation, how we build trust with our teams, and can even affect your company’s reputation. 

HR teams know all too well that compliance is a constant and critical part of daily work.  Ensuring accuracy is essential to avoiding both financial and reputational penalties and damage. In 2025, few documents make the case more compelling than Form I-9—a legally required task in every new hire packet since 1986, and a clear reminder of the importance of compliance. Whether you’ve completed hundreds of Form I-9s or are just getting started, you understand the importance of properly verifying a new employee’s identity and employment eligibility. 

Pay transparency laws are on the rise in the United States.  Colorado led the charge on this initiative by implementing the first pay transparency state law in 2019 and many other states have followed since. While pay and salary was once considered a topic no one discussed, it is now gaining traction and requiring employers to be upfront and honest in job listings when it comes to disclosing salary ranges and benefits.

ATTENTION HR professionals in Massachusetts! A major shift in how employers must report, handle, and talk about pay is underway. The Frances Perkins Workplace Equity Act, also known as the Act Relative to Salary Range Transparency, was signed into Massachusetts law in July of 2024. This effort targeted closing the wage gap, increasing transparency, and cultivating equitable workplaces.  

Think of your compensation strategy as the blueprint for pay. It defines how your organization sets, manages, and explains compensation. This includes base pay, bonuses, benefits, raises, and the reasoning behind each. A strong strategy ensures pay is competitive, consistent, and aligns with business goals and employee expectations. 

Hiring a new employee should generate momentum, not a compliance minefield. But for many employers, the I-9 process creates legal risk, especially when hiring remotely. An overlooked signature or incomplete form can turn employee verification and onboarding into a liability. Meanwhile, increased federal enforcement under the Trump administration is raising the cost even for minor errors. All of this highlights the importance of a standardized, compliant onboarding process where I-9s are done right the first time, no matter where or how you hire. 

The regulatory pressures on human resources are intensifying. Between shifting federal mandates, evolving pay transparency laws, and rising scrutiny of workforce practices, compliance has become a strategic risk for even the most seasoned HR leaders. 

As part of the hiring process, HR understands how critical it is to confirm that every new employee is legally authorized to work in the U.S. Most of us are familiar with Form I-9, the official document that every new hire is required to complete. But are you also aware of a tool where you can double-check eligibility in real time and avoid potential compliance issues down the road? Well, you can. That’s where E-Verify comes in. 

This article is part of an ongoing legal series designed to provide insight and practical guidance on current and emerging workplace compliance issues. These insights shared by lawyers are based on their interpretation of existing regulations and proposed changes, and intended for informational purposes, not to be regarded as legal advice.

Employers must verify that every employee they hire has the legal right to work in the U.S. based on U.S. immigration law. With the 2025 presidential administration change, the new Trump administration has declared enforcement of this requirement to be a priority and directed executive agencies to implement changes reflecting that prioritization. 

VETS-4212 filing doesn’t have to be complicated- especially with experts on your side. In our latest outRageous HR podcast, compliance expert, Hector Peguero, shares what federal contractors need to know before the September 30 deadline. From understanding who must file to avoiding common mistakes, this quick video covers it all. 

The 2025 VETS-4212 reporting platform has officially opened as of August 1, 2025, with a filing deadline of September 30, 2025. While this annual reporting requirement may not generate the same buzz as EEO-1 reports, it remains a crucial compliance step for federal contractors and subcontractors.

If you’re an employer in Indiana, chances are you’re very familiar with the Indiana New Hire Report, but do you fully understand the why behind the report and what it means for your business? No matter where you are in this process, we’ve got you covered. In this article, we’ll break down why this report exists, who must file, what needs to be reported, and how to stay compliant with the most recent updates. 

This article is part of an ongoing legal series designed to provide insight and practical guidance on current and emerging workplace compliance issues. These insights shared by lawyers are based on their interpretation of existing regulations and proposed changes, and intended for informational purposes, not to be regarded as legal advice.

OutSolve collaborates with law firm Roffman Horvitz, PLC, who specializes in assisting government contractors and other employers with human resources compliance and employment data analytics. Their attorneys will be occasional contributors to the OutSolve blog.

The U.S. Senate’s Appropriations Committee has advanced for a full Senate vote an appropriations package that includes $105,997,600 in funds for the Office of Federal Contract Compliance Programs (OFCCP).   

OutSolve, a leading national provider of employment compliance solutions, is expanding its service capabilities through a new collaboration with Roffman Horvitz, PLC, a law firm with decades of experience assisting government contractor and other employers with human resources compliance and employment data analytics. This alignment delivers a powerful combination of legal insight and operational support, designed to help employers strengthen compliance programs, reduce risk, and navigate government scrutiny with confidence. 

This article is part of an ongoing legal series designed to provide insight and practical guidance on current and emerging workplace compliance issues. These insights shared by lawyers are based on their interpretation of existing regulations and proposed changes, and intended for informational purposes, not to be regarded as legal advice.

Are you still completing your Form I-9s on paper, manually? Do you have a lack of visibility into the status of new hires’ Form I-9s? Do you have a remote or hybrid workforce? 

Flawed I-9 documents can compromise years of otherwise sound compliance efforts, opening the door to legal exposure and financial penalties. Federal enforcement is intensifying under the Trump administration with recent anti-DEI executive orders and evolving immigration policies. Employers are under increasing pressure to validate identity and work eligibility with precision and consistency. Even a single misstep can result in costly fines, reputational harm, or a full-scale audit. 

Human Resources (HR) spends a good amount of time supporting and promoting fairness in the workplace, whether it's in hiring, promotions, performance reviews, or compensation. Even with the best intentions, one issue continues to create risk, resentment, and regulatory issues. What is it? That’s pay discrimination. 

Unlike previous years, 2025 brought more than just leadership change to federal contractors. Federal contractors have been busy bringing themselves into compliance with new obligations while balancing state laws, some of which contradict the changes imposed on contractors by the federal government. Usually, states are slow to change their processes to follow the lead of the federal government, but not in Minnesota.  

HR compliance failures begin in the margins with small errors, missed deadlines, or incomplete reports. But these minor issues can snowball into failed audits, penalties, and lost government contracts. For HR leaders navigating federal reporting requirements, the margin for error is thin, and the consequences are significant. 

You’ve finally settled on the right candidate for your position. Next comes the paperwork and new hire onboarding documents that must be completed. One of the most important, and sometimes overlooked steps of the onboarding process, is ensuring your new employee is eligible to work in the U.S. by having them complete a Form I-9, which is a legal requirement for all employers.  

Today’s job market is fiercely competitive. Top candidates often have options when it comes to job offers and employers. That’s where it pays to have a competitive compensation structure, so your organization will stand out as an employer of choice for top candidates.  

This article is part of an ongoing legal series designed to provide insight and practical guidance on current and emerging workplace compliance issues. These insights shared by lawyers are based on their interpretation of existing regulations and proposed changes, and intended for informational purposes, not to be regarded as legal advice.

Human Resources (HR) knows just how tough it can be to get compensation right. Between keeping your top performers happy, attracting new talent, staying compliant, and managing budgets, pay decisions can seem never-ending and overwhelming. That’s where salary benchmarking comes in. 

If you find yourself using the terms pay equity and pay equality interchangeably, then you’re not alone. Even experienced HR professionals can blur the lines between the two. At first glance, they sound like two ways of referencing fair pay. In reality, pay equity and pay equality represent two distinct, yet equally important concepts. Each concept has its own implications for legal compliance, employee engagement, and company reputation. 

Choosing Between a Pay Equity Consultant and Pay Equity Software: What’s Right for Your Business? 

Your internal pay equity audit just flagged a wage gap. Now what? Do you trust a software platform to sort it out for you, or do you bring in a consultant who knows the terrain? 

Let’s talk about something that Human Resources (HR) plays a large role in that doesn’t always get clearly defined from the beginning. That’s compensation philosophy. 

The Secretary of Labor’s Order 08-2025 lifts the temporary pause (abeyance) on the Office of Federal Contract Compliance Programs’ (OFCCP) processing of Section 503 (Rehabilitation Act) and VEVRAA (Vietnam Era Veterans’ Readjustment Assistance Act) compliance reviews and complaint investigations. The revocation of Executive Order 11246 remains in effect, but obligations under Section 503 and VEVRAA continue. Below are clear action items and guidance for federal contractors in light of these changes.

In a unanimous Judgment, the SCOTUS resolved long simmering legal uncertainty by deciding that federal prosecutors may hold federal contractors and federal grant recipients criminally liable for fraudulently promising compliance in contract bid proposals even where the fraud caused no economic harm to the federal contract or grant agency.