Welcome to the latest edition of AlphaStaff’s Monthly Compliance Updates!
We are pleased to provide you with this special Summer Edition – Part 1 of the AlphaAdvisor featuring federal and state legal updates including highlighted resources provided by some of AlphaStaff’s trusted legal partners, to guide and help keep you in compliance.
Note: The information contained in this Compliance Update should not be relied upon as legal advice.
Federal Law Updates
Termination of Parole Programs for Cubans, Haitians, Nicaraguans, and Venezuelans
On May 30, 2025, the Supreme Court of the United States lifted a lower court’s injunction against the termination of the parole programs, ultimately determining that the Department of Homeland Security (“DHS”) may resume terminating parole.
After an Executive Order was issued terminating the parole programs back in January 2025, the DHS had previously set parole to terminate as of April 24, 2025. After the SCOTUS ruling, DHS has taken the position that the parole programs had terminated effective immediately as of May 30, 2025. Accordingly, the DHS has begun issuing notices terminating Employment Authorizations for these individuals.
Action Item: Employers should review their I-9 records and consult immigration counsel for other grounds for employment and legal status for reverification of the I-9 for these employees. See additional insights from Jackson Lewis by clicking here.
Department of Labor Reboots Opinion Letter Program
As of June 2, 2025, the Department of Labor has renewed their opinion letter program, offering employers across five enforcement agencies a direct line to legal interpretations and guidance. Employers will be able to receive specialized fact and case specific interpretation from the following divisions:
- Wage and Hour Division (WHD)
- Occupational Safety and Health Administration (OSHA)
- Employee Benefits Security Administration (EBSA)
- Veterans’ Employment and Training Service (VETS)
- Mine Safety and Health Administration (MSHA) (which will operate through its own platform)
Read how employers can take advantage of this resource and how to approach here.
Class Action Certification Ruling Provides Guidance for Businesses Facing Privacy Claims
A Federal Court in California Certified a Class Action, meaning the Court ruled on an established factors test that the claim could go forward, for both a nationwide class and a California subclass consisting of individuals who entered personal information into a Health App. The Court held that the class action waiver provision in the User Agreement in this case was unenforceable. This decision will have multiple impacts for businesses tracking data and businesses with data privacy concerns. Learn more about how to review terms and conditions clauses and review data tracking processes here.
Artificial Intelligence Concerns in Employment Law
Artificial Intelligence (“AI”) use by employers in the workforce touches a large amount of employment law issues such as Title VII, the Americans with Disabilities Act (ADA), the Equal Pay Act, and data privacy laws. Employers are facing an increasing number of agency investigations and lawsuits related to their use of AI in employment. Read more here about how AI can cause compliance issues and how employers can overcome these challenges in the future of technology.
State Law Updates
Los Angeles, California Airport and Hotel Workers’ Wages Increase
The City of Los Angeles passed amendments to the Living Wage Ordinance and Hotel Worker Minimum Wage Ordinance that will set forth structured increases for the years to come. These amendments apply to workers in hotels with at least 60 guest rooms. The first increase is effective as of July 1, 2025, and will result in increases to the minimum wage for hotel and airport workers, hourly health benefit payment if benefits are not offered to hotel workers, a set rate for hourly health benefit payment for airport workers and required training for covered hotel workers. Los Angeles employers can read more details about the amendments here.
New Jersey Pay Transparency
As of June 1, 2025, New Jersey employers must provide salary, wage information, or a salary range on all job postings. Employers must also make reasonable efforts to inform existing employees of any promotion opportunities in their respective departments. Failure to comply may result in civil penalties. Read more here.
Big Changes to New York’s Workplace Laws
Amendments to New York’s Retail Worker Safety Act took effect on June 2, 2025, requiring employers with more than 10 retail employees to develop a Workplace Violence Prevention Policy addressing issues such as late-night shifts and cash handling. According to the Act, employers with more than 50 employees must also provide employees upon hire and annually specific safety training on de-escalation, emergencies, and security devices. Employers with less than 50 employees must provide training upon hire and every 2 years thereafter. By January 2027, the Act will require employers with over 500 retail employees to implement silent response buttons. Employers can learn about what steps to take in order to comply with the Act here.
Minnesota Government Contractors Compliance
The Minnesota Department of Human Rights (“MDHR”) has updated various government contractor forms in response to President Trump’s Executive Orders regarding Diversity Equity and Inclusion (DEI) Programs. Companies that contract with the state of Minnesota will want to review the changes to the workforce certificate of compliance, which is required for government contracts exceeding $100,000 and at least 40 employees. MDHR has also changed the reporting requirements, which now include an annual compliance report, even if the Minnesota contractor does not currently hold a state government contract. More details regarding the changes can be found here.
Vermont Pay Transparency in Job Postings
As of July 1, 2025, employers doing business or operating in Vermont with 5 or more employees must include compensation or a range of compensation in any advertisement for a specific Vermont job opening. Employers can learn more about Vermont’s new law and other recent state laws on pay transparency here.