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Quick Hits The DEA’s chief administrative law judge stayed marijuana rescheduling proceedings to consider adding a new GAO drug scheduling report to the hearing record and permit supplemental briefings concerning rescheduling all marijuana products, not just those approved by the FDA. Federal agencies must respond by October 13, 2026. After that, the judge will decide whether to admit the GAO report. Forty states and Washington, D.C., have legalized medical marijuana,…

Quick Hits A dental assistant for the California Department of Corrections and Rehabilitation (CDCR) alleged she faced whistleblower retaliation and constructive discharge after reporting safety concerns. The Court of Appeal affirmed a lower court’s decision that individual supervisors cannot be liable for retaliation under state law. The Court of Appeal overturned the lower court’s dismissal of the retaliation claim against the state and the CDCR. Farzana Chaudhry, a dental assistant…

Quick Hits Employers need to keep track of two diverging regulatory tracks: the EU AI Act, with transparency obligations enforceable as of August 2, 2026, and further high-risk AI restrictions from 2 December 2027; and the UK’s Data (Use and Access) Act 2025. The EU AI Act is a floor, not a ceiling: individual member states layer their own obligations on top. U.S. state-by-state AI related employment laws in Illinois,…

Quick Hits The obligations included in Mexico’s NOM-035 are contingent on the number of employees in the workplace; however, in all cases, employers must ensure the prevention of psychosocial risks through a policy. Employers that fail to comply with NOM-035 may be subject to fines ranging from $29,327.50 Mexican pesos ($1,623.06 USD) to $586,550.00 Mexican pesos ($32,464.37 USD). Employers’ Main Obligations Under NOM-035, employers must comply with, and keep evidence…

Quick Hits A California law taking effect on January 1, 2027, will allow employers to obtain TROs covering conduct directed against a workplace or employees generally, broadening the existing law that only allowed employers to apply on behalf of specific employees who suffered a credible threat of violence. The new law allows employers to seek TROs on behalf of a “reasonably identifiable group or class of employees” without being required…

Quick Hits Dismissals following an employee’s refusal to accept a unilateral, far-reaching relocation of the workplace may count toward the thresholds for mass dismissals, the European Court of Justice held in a June 2026 decision. Whether a workplace relocation is equivalent to a dismissal depends on the circumstances of the individual case, in particular the distance involved, the permanence of the change, and any compensatory measures offered. In the event…

Quick Hits Federal contractors encounter agency guidance at nearly every stage of contract performance. DOJ’s revised policy distinguishes between agency guidance that tracks binding regulations and guidance that is purely advisory. Under DOJ’s revised policy, noncompliance with agency guidance, standing alone, cannot establish an FCA violation. A contract that requires compliance with agency guidance can make that guidance enforceable or “material,” so the source of the obligation matters. DOJ may…

Quick Hits A federal district court in California has blocked USCIS, CBP, and the State Department from enforcing or implementing policies related to the proclamation-based $100,000 H-1B payment requirement. The California ruling represents another adverse federal district court decision involving the $100,000 payment, which is already blocked pursuant to a separate federal district court decision in Massachusetts that is currently on appeal. The court order does not affect the U.S.…

Quick Hits On September 29, 2026, the SBA removed disparate impact liability and race-conscious affirmative action requirements from 13 CFR Part 112, effective immediately, without prior notice and comment. The revised rule states Title VI of the Civil Rights Act of 1964 prohibits only intentional discrimination and rests on the same legal authorities as the earlier agency rescissions, Alexander v. Sandoval, Loper Bright, Students for Fair Admissions, and Executive Order…

Quick Hits AI tools can be extremely helpful in supporting the need for constant safety oversight in manufacturing environments However, employers retain the responsibility to comply with OSHA regulations, even if the employer implemented an AI process designed to protect worker safety. AI has many positive use scenarios in a manufacturing setting. A camera notices that a worker walked into a press area without safety glasses. A sensor on a…

Quick Hits Beginning January 1, 2028, employers already subject to California’s mandatory harassment prevention training requirements must incorporate an anti-hate speech component into that training. AB 1803 does not create a separate training obligation and does not increase the existing one-hour and two-hour training minimums. Employers may fold the new content into their current programs. The bill does not define “hate speech,” a gap the Assembly Committee on Labor and…