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The Equal Employment Opportunity Commission has issued updated guidance on the use of artificial intelligence and automated decision-making tools in hiring, promotion, and termination. Employers using AI-assisted screening must ensure their tools do not produce disparate impact on protected classes.
Misclassifying non-exempt employees as exempt is one of the most expensive mistakes a U.S. employer can make. This guide covers the "duties test" for executive, administrative, and professional exemptions and how to conduct a self-audit to identify misclassification risks.
Following the McLaren Macomb decision, the NLRB has issued updated guidance on the legality of confidentiality and non-disparagement provisions in severance agreements. Employers must ensure their standard agreements do not interfere with employees’ Section 7 rights under the NLRA.
OSHA has finalized its first-ever federal heat illness prevention standard, requiring employers to develop heat illness prevention plans, provide water and rest breaks, and establish emergency response procedures. The rule applies to all industries with workers exposed to heat hazards.
The EEOC has updated its guidance on reasonable accommodation under the Americans with Disabilities Act, with new clarity on remote work as an accommodation, mental health conditions, and the interactive process. Employers must understand their obligations and documentation requirements.
The Department of Labor has announced the annual inflation-adjusted minimum wage increase for federal contractors under Executive Order 13658. Covered contractors must update payroll systems, notify affected employees, and ensure compliance by the effective date.
The Department of Labor has announced new salary level thresholds for the "white collar" exemptions under the Fair Labor Standards Act. Employers must review their exempt classifications to ensure compliance with the updated 2026 requirements.
While the FTC’s nationwide ban on non-compete agreements faces ongoing legal challenges, many states have already enacted their own restrictions. U.S. employers should review their restrictive covenants and consider alternative methods for protecting trade secrets and client relationships.
Illinois’ BIPA is the most litigated biometric privacy law in the United States. Employers using fingerprint scanners, facial recognition, or other biometric timekeeping systems must have written policies, obtain informed consent, and establish retention schedules. Recent court rulings have expanded employer liability.
New York City’s pay transparency law requires employers with four or more employees to include the minimum and maximum salary or hourly wage range in all job postings. The law also covers remote positions that could be performed in NYC. Here is what employers need to include and how to avoid violations.
OSHA’s updated "walkaround" rule allows employees to designate a third-party representative, such as a union official or community advocate, to accompany OSHA inspectors during workplace inspections. Employers must understand their rights and how to manage these inspections.
Employing workers in multiple U.S. states creates complex "nexus" issues for corporate tax, payroll withholding, and state-specific employment law compliance. This guide covers the key risks of a distributed workforce and how to manage multi-state compliance.
Washington’s landmark health privacy law imposes strict requirements on the collection and sharing of "consumer health data," broadly defined to include many types of information collected by employers. Non-HIPAA covered entities must implement new consent protocols and privacy notices.
The federal government has announced a new Worker Retention Grant that increases income replacement for employees in EI Work-Sharing agreements who participate in training. Here is how it works and who qualifies.
Ontario now requires employers to disclose the use of artificial intelligence in hiring processes. As Canada develops its national AI strategy, employers must understand their obligations around AI transparency, bias prevention, and candidate rights.
Alberta's updated Occupational Health and Safety Code now requires employers to maintain a single, consolidated violence and harassment prevention plan. The code also introduces new protections for late-night retail workers and stricter blasting safety standards.
As employees increasingly use generative AI tools like ChatGPT for work, employers must implement clear policies to protect trade secrets, ensure data privacy, and prevent bias. This guide covers the essential components of a corporate AI use policy.
California now requires nearly all employers to implement a comprehensive workplace violence prevention plan and provide annual training. This guide breaks down the mandatory components and documentation standards for CA employers.
With the July 1, 2026 deadline for California’s SB 553 approaching, employers must ensure all staff have received mandatory workplace violence prevention training. This guide covers the specific topics that must be included in the training and the required recordkeeping standards.
New amendments to the Canada Labour Code introduce updated termination notice requirements, group termination disclosures, and mandatory pay equity reporting. Here is what federally regulated employers need to act on now.
Colorado’s Protecting Opportunities and Workers’ Rights (POWR) Act significantly expands workplace harassment and discrimination protections, lowering the threshold for harassment claims and imposing new employer obligations around investigation, documentation, and anti-retaliation policies.
The second additional Canada Pension Plan contribution (CPP2) is now fully in effect. Employers must deduct and remit CPP2 for employees earning above the first earnings ceiling. Here is how it works and what your payroll team needs to do.
The Department of Labor’s final rule on independent contractor classification is now in full effect. Employers must apply the six-factor economic reality test to determine if a worker is truly an independent contractor or an employee under the FLSA. Misclassification can lead to significant back pay and penalty liability.
Ontario, British Columbia, and Alberta have all introduced or expanded unpaid long-term illness and injury leave to 27 weeks. Employers must understand reinstatement rights, benefit continuation, and the interaction with human rights obligations.
The Family and Medical Leave Act remains one of the most frequently litigated employment laws in the United States. From improper designation to interference claims, this guide covers the most common FMLA violations identified in DOL investigations and how employers can build compliant leave management processes.
Massachusetts has announced updated contribution rates and maximum weekly benefit amounts for its Paid Family and Medical Leave program for 2026. Employers must update their payroll deductions and provide required notices to employees regarding the new rates.
Mental health conditions are increasingly the focus of ADA accommodation requests and FMLA leave. U.S. employers must understand how to navigate the interactive process for mental health disabilities and ensure their leave policies are applied consistently and legally.
Ontario has launched Canada's first Occupational Exposure Registry, allowing workers to securely track their exposure to hazardous substances in the workplace. Here is what employers need to know about this first-in-Canada initiative.
As of January 1, 2026, Ontario requires employers to include compensation ranges in publicly advertised job postings, disclose the use of artificial intelligence in hiring, and notify candidates of hiring decisions. British Columbia has also expanded its pay transparency reporting obligations.
Passed in October 2025, Quebec's Bill 101 is a sweeping reform that significantly alters the province's labour relations framework. Employers operating in Quebec must understand the new obligations around psychosocial risks, workplace violence prevention, and union certification.
Washington State’s WA Cares Fund imposes a payroll tax on employees to fund long-term care insurance benefits. Employers must withhold the premium, report wages, and manage exemptions for employees who have opted out with private insurance. Here is what payroll and HR teams need to know.
Under PIPEDA and provincial privacy legislation, Canadian employers have legal obligations to protect personal information — and that includes training employees to recognize phishing, social engineering, and data breach risks. Here is what the law actually requires.
Beyond California’s SB 553, multiple states have enacted or proposed workplace violence prevention legislation. OSHA’s general duty clause also requires employers to address recognized workplace violence hazards. This guide covers federal obligations and the growing patchwork of state-level requirements.
An Acceptable Use Policy (AUP) outlines the rules for how employees can use the company’s technology resources, such as computers, networks, and internet access. A clear AUP is a critical component of an organization’s overall IT governance and security strategy.
Allowing employees to use their personal devices for work—a Bring Your Own Device (BYOD) approach—can increase flexibility and reduce costs. However, it also creates significant security and privacy risks. A clear policy is essential.
Part of the broader Bill C-27, the Artificial Intelligence and Data Act (AIDA) is poised to become Canada’s first law specifically regulating AI systems. This guide explains the key provisions and what they mean for employers using AI in the workplace.
Work in confined spaces is one of the most hazardous activities in any workplace. All Canadian jurisdictions have specific, detailed regulations for confined space entry. This guide covers the key requirements for hazard assessments, entry plans, and permits.
Unilaterally changing a fundamental term of an employment contract can be considered constructive dismissal, giving the employee the right to resign and claim termination pay. This guide covers the common triggers and mitigation strategies.
Canadian businesses that collect, use, or disclose personal information must comply with federal and provincial privacy laws. This guide provides an overview of the Personal Information Protection and Electronic Documents Act (PIPEDA) and its provincial equivalents.
Federal law requires drug and alcohol testing for safety-sensitive positions in transportation, nuclear energy, and defense. Meanwhile, state cannabis legalization laws are creating new restrictions on employer testing rights. This guide maps out where federal requirements apply and how state laws are limiting employer authority.
As more U.S. states legalize recreational and medicinal cannabis and enact employee protections, employers are increasingly restricted in their ability to test for off-duty marijuana use. This guide covers the current legal landscape and how to update your drug testing policy.
If charged with an offense under occupational health and safety (OHS) legislation, the most important legal defence available to an employer is the defence of due diligence. This guide explains what due diligence is and how to establish it.
As of 2022, Ontario employers with 25 or more employees are required to have a written policy on the electronic monitoring of employees. This guide explains the requirements of the policy and the broader privacy implications.
Certain Canadian businesses are required to report financial transactions to the Financial Transactions and Reports Analysis Centre of Canada (FINTRAC) to help combat money laundering and terrorist financing. This guide explains who is covered and what is required.
While useful, fixed-term contracts carry significant risks if not managed properly. Automatic renewals can create an indefinite-term employment relationship, and early termination clauses must be carefully drafted to be enforceable.
ICE has significantly increased I-9 audit activity. Employers must ensure their Form I-9 records are complete, accurate, and stored correctly. This guide covers the DHS remote document examination rule, E-Verify requirements for federal contractors, and how to prepare for an ICE inspection.
With the legalization of cannabis and the ongoing opioid crisis, managing impairment in the workplace is a major challenge for Canadian employers. This guide covers the legal framework for developing and enforcing a fitness to work policy.
Maryland’s Paid Family and Medical Leave Insurance program is moving toward full implementation in 2026. Employers must begin preparing for payroll contributions, employee notice requirements, and the coordination of benefits with existing leave policies.
Minnesota’s Earned Sick and Safe Time law requires employers of all sizes to provide paid leave for illness, family care, and safety needs. Employees accrue one hour for every 33 hours worked, up to 48 hours per year. Here is what employers must include in their policies and how to handle frontloading.
Ontario and Quebec have enacted 'Right to Disconnect' laws, requiring employers to have a formal policy. This guide breaks down your obligations under the new legislation and what to include in your policy.
An employee’s conduct outside of work can sometimes justify disciplinary action, including termination. However, there must be a clear link between the off-duty conduct and the employer’s legitimate business interests. This guide explains the legal principles.
Oregon’s paid family and medical leave program, Paid Leave Oregon, has updated its contribution rates and reporting requirements for 2026. Employers must ensure their payroll systems are updated and that they are meeting their quarterly reporting and payment obligations.
Covered U.S. employers must electronically submit their 2025 Form 300A summary data to OSHA by March 2, 2026. Certain high-hazard industries must also submit detailed data from Forms 300 and 301. This guide covers the submission requirements and how to use the OSHA ITA.
With the rise of state pay transparency laws and increased EEOC focus on pay discrimination, proactive pay equity audits are becoming a best practice for U.S. employers. This guide covers how to conduct a legally privileged audit and address identified disparities.
Employees are often the first line of defence against cyberattacks. This guide provides essential cybersecurity training points for Canadian employees, covering how to spot phishing emails, the threat of ransomware, and best practices for password security.
Under PIPEDA, Canadian organizations are legally required to report certain privacy breaches to the Privacy Commissioner and notify affected individuals. This guide explains when the reporting obligation is triggered and what steps you must take.
Issuing a Record of Employment (ROE) is a legal requirement when an employee experiences an interruption of earnings. Errors on the ROE can delay an employee’s EI benefits and lead to penalties. This guide covers the most common mistakes.
A data breach can be a crisis for any organization. Having a well-defined incident response plan is critical to managing the situation effectively, complying with legal obligations, and mitigating the damage to your reputation. This guide outlines the key steps in a data breach response.
Canadian courts are generally hostile to restrictive covenants that limit an employee’s ability to work after their employment ends. This guide explains the legal test for enforceability and the key differences between non-competition and non-solicitation clauses.
The SEC’s final rule on climate-related disclosures requires publicly traded companies to report on their climate-related risks, the impact of those risks on their business strategy, and their Scope 1 and Scope 2 greenhouse gas emissions. Large accelerated filers must begin reporting in 2026.
The NLRB continues to scrutinize employer social media policies that could be interpreted as prohibiting employees from discussing their terms and conditions of employment. U.S. employers must review their policies to ensure they comply with current NLRB standards.
Employees’ use of social media can impact the workplace, from damaging the company’s reputation to creating a hostile work environment. A clear social media policy is a crucial tool for managing these risks.
Many non-cash benefits provided to employees are considered taxable by the Canada Revenue Agency (CRA) and must be included in the employee’s income. This guide covers common taxable benefits and how to report them.
Following the FTC’s attempted ban on non-compete agreements and subsequent court challenges, the enforceability of non-competes varies significantly by state. Texas employers must understand current enforceability standards, the impact of federal litigation, and how to structure enforceable restrictive covenants.
Many Canadian businesses received a Canada Emergency Business Account (CEBA) loan during the COVID-19 pandemic. This guide covers the key details regarding the repayment deadline, the forgivable portion, and the tax implications.
Canadian human rights law requires employers to accommodate employees with needs related to protected grounds, such as disability, religion, and family status, up to the point of undue hardship. This guide explains your legal obligations.
If your business offers financial products or services to consumers, you may be subject to oversight by the Financial Consumer Agency of Canada (FCAC). This guide explains the FCAC’s mandate and the key consumer protection rules.
In many Canadian jurisdictions, workplaces of a certain size are legally required to have a Joint Health and Safety Committee (JHSC). This guide explains the role of the JHSC, when one is required, and its key functions and powers.
Every worker in Canada has the legal right to refuse work they believe is unsafe. Employers must understand and respect this right and follow a specific legal process when a work refusal occurs. This guide breaks down the steps.
Many Canadian businesses hold unclaimed property, such as uncashed payroll cheques, customer credits, or dormant accounts. Several provinces have laws requiring businesses to report and remit this property to a provincial administrator. This guide explains the rules.
Employers in Canada are legally required to deduct Canada Pension Plan (CPP) contributions, Employment Insurance (EI) premiums, and income tax from their employees’ pay. This guide provides an overview of these statutory deductions.
The Goods and Services Tax (GST) and Harmonized Sales Tax (HST) are a key part of the Canadian tax landscape. This guide explains when a business must register for a GST/HST account, how to collect the tax, and how to remit it to the CRA.
Calculating statutory holiday pay is a common source of confusion and error for Canadian employers. This guide provides a breakdown of the statutory holidays in each province and territory and explains the basics of calculating stat pay.
The federal Worker Adjustment and Retraining Notification Act requires covered employers to provide 60 days’ advance notice of plant closings and mass layoffs. Many states have enacted mini-WARN acts with broader coverage and shorter thresholds. This guide covers federal requirements and key state variations.
From Sarbanes-Oxley and Dodd-Frank to state-specific whistleblower acts, U.S. employers face a complex web of anti-retaliation protections. This guide covers the key federal and state whistleblower laws and how to build an effective internal reporting and investigation process.
Compliance with the Workplace Hazardous Materials Information System (WHMIS) 2015 is mandatory for any Canadian workplace where hazardous products are used. This guide covers the three key pillars of WHMIS: labels, Safety Data Sheets (SDSs), and worker training.
Falls from heights are a leading cause of critical injuries and fatalities in Canadian workplaces. As a result, most provinces have specific training requirements for workers who work at heights. This guide provides an overview of the rules.
Conducting a fair and impartial workplace investigation is a legal necessity when dealing with complaints of harassment, fraud, or other serious misconduct. This checklist outlines the key principles of procedural fairness that employers must follow.
All Canadian provinces have specific legislation requiring employers to develop policies and programs to prevent workplace violence and harassment. This guide provides an overview of the common requirements across jurisdictions.
New Jersey’s Millville Dallas Airmotive Plant Job Loss Notification Act has been significantly expanded to require 90 days’ notice (vs. 60 federal), mandatory severance pay of one week per year of service, and broader coverage thresholds. NJ employers planning reductions in force must plan well in advance.
The National Labor Relations Board’s joint employer rule significantly expands when two entities may be considered joint employers under the NLRA, affecting collective bargaining obligations and unfair labor practice liability. Franchisors, staffing agencies, and businesses using contractors must reassess their relationships.
Bill C-27, Canada's proposed new federal privacy law, introduces the Consumer Privacy Protection Act (CPPA), the Personal Information and Data Protection Tribunal Act, and the Artificial Intelligence and Data Act (AIDA). Here’s a breakdown of the key changes.
Chicago’s combined Paid Leave and Paid Sick and Safe Leave Ordinance requires employers to provide up to 40 hours of paid leave (usable for any reason) and 40 hours of paid sick and safe leave per year. The ordinance applies to employees who work at least 80 hours in Chicago in a 120-day period.
An up-to-date employee handbook is one of the most important compliance documents a U.S. employer can maintain. From at-will employment disclaimers to social media policies and mandatory federal and state postings, this guide covers the policies every handbook must include in 2026.
For federally regulated employers, Bill C-65 and the Work Place Harassment and Violence Prevention Regulations are mandatory. This guide covers your duties regarding risk assessments, policy development, training, and investigation protocols.
The Employee Retirement Income Security Act imposes significant fiduciary obligations on employers who sponsor retirement and welfare benefit plans. From plan document requirements to prohibited transaction rules, this guide covers the ERISA obligations that small and mid-size employers most frequently overlook.
The Department of Labor’s final rule on employee vs. independent contractor classification under the FLSA restores a multi-factor economic reality test. Combined with California’s ABC test and other state standards, misclassification risk has never been higher. This guide explains the federal rule and key state variations.
The Canadian government has introduced significant changes to the Temporary Foreign Worker Program (TFWP), including new wage requirements, updated Labour Market Impact Assessments (LMIAs), and stricter employer compliance measures. Here’s what’s new.
Canada's new modern slavery legislation, Bill S-211, requires many Canadian businesses to report on the measures they are taking to prevent and reduce the risk of forced labour or child labour in their supply chains. The first reports are due May 31, 2026.
The Accessible Canada Act requires federally regulated employers to proactively identify, remove, and prevent barriers to accessibility. This guide covers the requirements for creating accessibility plans, feedback processes, and progress reports.
Misclassifying an employee as an independent contractor can lead to significant liability for back taxes, EI and CPP premiums, vacation pay, and termination pay. This guide covers the key legal tests used by the CRA and Canadian courts.
Investing in employee training is critical, but it can be costly. The Canadian government offers several grants to help employers offset the cost of upskilling their workforce. This guide highlights the top federal and provincial grants available.
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© 2026 TrueNorth Workforce Compliance Intelligence Inc. All rights reserved. TrueNorth WCI™ is a registered trademark. Patent pending. Articles and analyses published on this page are for informational purposes only and do not constitute legal, insurance, or financial advice. Legislative references are to publicly available statutes and case law.
