Maly Consulting LLC

08/26/2026

Federal contractors have some important compliance changes coming September 21.

OFCCP’s new final rules make significant changes to Section 503 requirements for individuals with disabilities. Contractors will no longer be required to invite applicants or employees to self-identify as individuals with disabilities, maintain disability status data, or evaluate the 7% utilization goal.

However, several important Section 503 obligations remain, including written affirmative action programs, disability outreach and recruitment, and annual evaluations of outreach effectiveness.

Our latest Compliance Alert breaks down what’s changing, what remains, and what federal contractors should be doing now to prepare.

Read more: https://malyconsulting.com/ofccp-issues-final-rules-updating-federal-contractor-affirmative-action-requirements/

On August 21, 2026, the Office of Federal Contract Compliance Programs (OFCCP) published three final rules addressing federal contractors’ affirmative action requirements under Executive Order 11246, the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) and Section 503 of the Rehabilita...

08/11/2026

Connecticut’s new AI law creates additional transparency requirements for employers using certain AI-powered tools in employment decisions.

Beginning October 1, 2027, covered employers must provide applicants and employees with information about how these tools are used, including the data they analyze. The law also makes clear that employers remain responsible for compliance with anti-discrimination laws when employment decisions are supported by AI.

Learn more about the new requirements and steps employers can take to prepare:

Connecticut has enacted new requirements governing the use of artificial intelligence in employment decisions. The Connecticut Artificial Intelligence Responsibility and Transparency Act (Public Act 26-15) creates new transparency requirements for employers that use certain AI-powered employment dec...

08/05/2026

Maine's pay transparency law is now in effect.

Covered employers must include expected pay ranges in job postings and disclose pay ranges to current employees upon request.

Our latest article provides a brief overview of what employers should know:

Maine's new pay transparency law took effect on July 29, 2026, adding the state to the growing list of jurisdictions requiring employers to disclose compensation information during the hiring process. The law applies to employers with 10 or more employees and requires covered employers to:

07/24/2026

A group of former Meta employees has filed a lawsuit alleging AI-assisted layoff tools disproportionately selected employees who had taken protected leave.

Our latest article summarizes the claims, Meta's response, and why the lawsuit is drawing attention from employers using AI in employment decisions.

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07/23/2026

The EEOC has rescinded its longstanding Affirmative Action Guidelines—but affirmative action obligations under Section 503 and VEVRAA remain in effect for covered federal contractors.

Our latest article breaks down what changed, what remains in effect, and what employers should know.

Read more:

The U.S. Equal Employment Opportunity Commission (EEOC) has voted to rescind its approximately 40-year-old Affirmative Action Guidelines and a related section of its Compliance Manual. The EEOC issued the guidelines in 1979 to help employers implement affirmative action for minorities and women. The

07/14/2026

The EEOC's demographic data collection requirements under the Uniform Guidelines on Employee Selection Procedures (UGESP) have been extended through June 30, 2029.

This isn't a new requirement, but it's a good reminder that many employers should continue collecting applicant race, ethnicity, and s*x data and maintaining the required records under UGESP.

If you're unsure what these requirements mean for your organization, our latest article breaks it down.

Read more: https://malyconsulting.com/ugesp-demographic-data-collection-2029/

The Office of Information and Regulatory Affairs (OIRA) has extended approval of the Equal Employment Opportunity Commission's (EEOC) demographic information collection under the Uniform Guidelines on Employee Selection Procedures (UGESP). The approval continues through June 30, 2029. Federal agenci...

07/09/2026

Former OFCCP leaders recently encouraged federal contractors to maintain strong anti-discrimination practices despite recent regulatory changes. Regardless of changing requirements, employers should continue making fair, job-related employment decisions and reviewing workplace practices for potential discrimination risks.

Learn more:

The National Partnership for Women & Families, Equal Rights Advocates, and The 75 Million Project published recommendations to strengthen anti-discrimination laws and regulations enforced by the Equal Employment Opportunity Commission (EEOC) and Office of Federal Contract Compliance Programs (OFCCP)...

07/08/2026

The EEOC recently released its National Enforcement Plan for FY2025–2029, outlining the agency's enforcement priorities for the coming years.

Understanding these priorities can help employers stay informed as the enforcement landscape continues to evolve. Our latest article breaks down the key changes and what they may mean for employers.

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The EEOC adopted a new National Enforcement Plan (NEP) for fiscal years 2025–2029, replacing its former Strategic Enforcement Plan. The NEP sets the agency’s priorities for outreach, education, technical assistance, investigations, conciliation, and litigation. EEOC Chair Andrea Lucas described ...

07/02/2026

The DOJ recently issued an opinion challenging longstanding interpretations of disparate impact under Title VII. Although the opinion has generated significant discussion, it does not change existing law. Employers should continue monitoring employment decisions for potential adverse impact as legal developments continue to unfold.

Learn more:

On June 9, 2026, the Department of Justice’s Office of Legal Counsel (OLC) issued an opinion letter challenging the EEOC’s longstanding interpretation of disparate-impact liability under Title VII. This follows Executive Order 14281, signed by the President in April, instructing federal agencies...

06/30/2026

Colorado is the latest state to require workforce demographic reporting.

Beginning in 2027, certain employers with 100+ employees doing business in Colorado will need to submit workforce demographic data to the state—even if federal EEO-1 reporting requirements change.

Learn what the new law means and how to prepare:

Amid ongoing uncertainty regarding the future of federal EEO-1 reporting, Colorado has joined a growing number of states requiring employers to submit workforce demographic data at the state level. On June 4, 2026, Colorado signed House Bill 26-1207 into law. Certain private