Federal Regulatory Agencies
Here's a look at documents from federal regulatory agencies
Featured Stories
SEC Obtains Final Consent Judgments as to 2 Southern California Residents Charged With Insider Trading
WASHINGTON, March 31 -- The Securities and Exchange Commission issued the following litigation release (No. 25-cv-6816; S.D.N.Y. filed Aug. 18, 2025):
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Securities and Exchange Commission v. Brent Cranmer et al., No. 25-cv-6816 (S.D.N.Y. filed Aug. 18, 2025)
On March 26, 2026, the U.S. District Court for the Southern District of New York entered final consent judgments as to Brent Cranmer and Daniel McCormick in the SEC's civil enforcement action that charged them with insider trading in the securities of Kaman Corporation.
According to the SEC's complaint, while Cranmer was working as
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WASHINGTON, March 31 -- The Securities and Exchange Commission issued the following litigation release (No. 25-cv-6816; S.D.N.Y. filed Aug. 18, 2025):
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Securities and Exchange Commission v. Brent Cranmer et al., No. 25-cv-6816 (S.D.N.Y. filed Aug. 18, 2025)
On March 26, 2026, the U.S. District Court for the Southern District of New York entered final consent judgments as to Brent Cranmer and Daniel McCormick in the SEC's civil enforcement action that charged them with insider trading in the securities of Kaman Corporation.
According to the SEC's complaint, while Cranmer was working asthe head of a Kaman subsidiary, he learned that Kaman was in the process of selling itself. Cranmer allegedly shared material nonpublic information about the prospective transaction with his friend, Jonathan Whitesides, in an effort to coordinate trading in Kaman securities on Cranmer's behalf. The complaint alleges that Whitesides purchased Kaman call options for himself, and tipped his friend, McCormick, who purchased Kaman stock and call options based on the material nonpublic information. The complaint further alleges that Whitesides and McCormick made combined profits of over a million dollars by trading in advance of Kaman's acquisition announcement, but no one traded for Cranmer.
Cranmer and McCormick consented to final judgments permanently enjoining them from violating Section 10(b) of the Securities Exchange Act of 1934 and Rule 10b-5 thereunder. Cranmer was also ordered to pay a civil penalty in the amount of $50,000 and is prohibited from acting as an officer or director of a public company for five years. McCormick was ordered liable for disgorgement in the amount of $115,598, which is deemed satisfied by the forfeiture order entered against him in the parallel criminal case United States v. Cranmer, et al., No. 25-cr-00212-MMG (S.D.N.Y. filed May 12, 2025).
The SEC's litigation was led by Ruth Pinkel and supervised by Stephen Kam of the Los Angeles Regional Office. The SEC's investigation was conducted by Sara Kalin of the Division of Enforcement's Market Abuse Unit, with assistance from John Rymas of the Market Abuse Unit's Analysis and Detection Center. It was supervised by Assistant Director Diana Tani and Market Abuse Unit Chief Joseph Sansone. The SEC appreciates the assistance of the U.S. Attorney's Office for the Southern District of New York, the Federal Bureau of Investigation, and the Financial Industry Regulatory Authority (FINRA).
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Resources
* Final Judgment - Brent Cranmer (https://www.sec.gov/files/litigation/litreleases/2026/judg26514-cranmer.pdf)
* Final Judgment - Daniel McCormick (https://www.sec.gov/files/litigation/litreleases/2026/judg26514-mccormick.pdf)
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Original text here: https://www.sec.gov/enforcement-litigation/litigation-releases/lr-26514
FCC Announces Farhan Khan as FCC Chief Information Officer
WASHINGTON, March 31 -- The Federal Communications Commission issued the following news release on March 30, 2026:
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FCC Announces Farhan Khan as FCC Chief Information Officer
Today, the Federal Communications Commission announced the appointment of Farhan Khan as the Commission's new Chief Information Officer. This role is responsible for setting and overseeing the overall technical vision, leading all IT services, driving modernization, and ensuring information security at the Commission to ensure that the FCC's systems are meeting the current and future needs of the telecommunications
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WASHINGTON, March 31 -- The Federal Communications Commission issued the following news release on March 30, 2026:
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FCC Announces Farhan Khan as FCC Chief Information Officer
Today, the Federal Communications Commission announced the appointment of Farhan Khan as the Commission's new Chief Information Officer. This role is responsible for setting and overseeing the overall technical vision, leading all IT services, driving modernization, and ensuring information security at the Commission to ensure that the FCC's systems are meeting the current and future needs of the telecommunicationsindustry and supporting the critical work of the FCC's workforce.
FCC Managing Director Dan Daly issued the following statement:
"I am glad that Farhan is joining the FCC as our new Chief Information Officer. The FCC's robust agenda requires a diligent information technology team led by someone with knowledge of all aspects of today's technology landscape, but also an eye to the future needs of this industry and the Commission as a whole. Farhan has extensive experience in the federal space and in managing large, complex teams. We look forward to his leadership as he applies this same expertise to his responsibilities at the Commission."
Additional Background Information:
Prior to being named Chief Information Officer, Mr. Khan served as the Chief Digital Officer at the Food & Drug Administration where he led comprehensive digital transformation initiatives for the agency, overseeing a $200 million budget and managing a team of more than 400 technology professionals across multiple operational divisions. Before that, he served in other high-level IT roles at the Federal Deposit Insurance Corporation, US Army, Department of Transportation and Department of Justice. In these roles, he directed global IT operations across these agencies and served as the architect for shared services models delivering cloud migrations, application development, telecommunications, and data center operations, among other complex technical tasks. Khan holds a Master's degree in Information Systems from George Washington University.
The FCC's CIO leads the information technology team within the agency's Office of the Managing Director. This team is critical to supporting the efficiency of the FCC's workforce as they work on the agency's critical mission. It also supports the systems relied upon by various critical sectors of the American economy and community: from broadband providers to first responders, from small public libraries to space launch operators, from spectrum auction participants to local broadcasters.
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Original text here: https://docs.fcc.gov/public/attachments/DOC-420289A1.pdf
FTC Takes Action Against Match and OkCupid for Deceiving Users by Sharing Personal Data with Third Party
WASHINGTON, March 30 -- The Federal Trade Commission issued the following news release:
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FTC Takes Action Against Match and OkCupid for Deceiving Users by Sharing Personal Data with Third Party
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The Federal Trade Commission is taking action against OkCupid and its affiliate Match Group Americas over allegations OkCupid deceived users of its dating app by sharing their personal information, including photos and location information, with an unrelated third party, contrary to OkCupid's privacy promises.
As part of a settlement, OkCupid, operated by Dallas-based Humor Rainbow, Inc., and
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WASHINGTON, March 30 -- The Federal Trade Commission issued the following news release:
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FTC Takes Action Against Match and OkCupid for Deceiving Users by Sharing Personal Data with Third Party
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The Federal Trade Commission is taking action against OkCupid and its affiliate Match Group Americas over allegations OkCupid deceived users of its dating app by sharing their personal information, including photos and location information, with an unrelated third party, contrary to OkCupid's privacy promises.
As part of a settlement, OkCupid, operated by Dallas-based Humor Rainbow, Inc., andMatch Group Americas, which provides services for Humor Rainbow, will be prohibited from misrepresenting its privacy policies.
In a federal complaint, the FTC alleged that OkCupid gave an unauthorized third party access to the personal data of millions of OkCupid users in violation of its privacy policies. The FTC's action follows the Commission's successful enforcement in federal court of its Civil Investigative Demand, which required OkCupid to turn over information requested by the agency.
"The FTC enforces the privacy promises that companies make," said Christopher Mufarrige, Director of the FTC's Bureau of Consumer Protection. "We will investigate, and where appropriate, take action against companies that promise to safeguard your data but fail to follow through-even if that means we have to enforce our Civil Investigative Demands in court."
As alleged in the complaint, OkCupid told consumers that it doesn't share "your personal information with others except as indicated in this Privacy Policy or when we inform you and give you an opportunity to opt out of having your personal information shared." Its privacy policy at the time claimed it may share personal information with service providers, business partners, other entities within its family of businesses or when it informed consumers about such data sharing and gave consumers the chance to opt out.
Despite these promises, the FTC alleged that OkCupid shared users' personal data with a third party-even though it was not a service provider, business partner, or family affiliate-and did not inform consumers or give them the chance to opt out of such sharing.
Even though it did not have any business relationship with OkCupid, the third-party data recipient asked the company to share large datasets of OkCupid user photos and related data with it because OkCupid's founders were financial investors in the third party. OkCupid provided the third party with access to nearly three million OkCupid user photos as well as location and other information without placing any formal or contractual restrictions on how the information could be used, the FTC alleged.
The FTC also alleged that, since September 2014, Match and OkCupid took extensive steps to conceal-including through trying to obstruct the FTC's investigation-and deny that OkCupid shared users' personal information with the data recipient. For example, when a news story revealed that the third party had obtained large OkCupid datasets, OkCupid claimed to the media and OkCupid users that it was not involved with the third party.
Under the proposed settlement, OkCupid and Match are permanently prohibited from misrepresenting or assisting others in misrepresenting:
* The extent to which the companies collect, maintain, use, disclose, delete or protect any personal information such as photos and demographic and geolocation data;
* The purpose for which they collect, maintain, use or disclose such personal data; and
* The function of privacy controls they provide consumers through user interfaces, any consumer choices afforded to consumers under applicable state privacy laws, or any other mechanisms the companies offer consumers to limit or manage the processing of personal data.
The Commission vote authorizing the staff to file the complaint and stipulated final order was 2-0.
The FTC filed the complaint and final order in the U.S. District Court for the Northern District of Texas, Dallas Division.
NOTE: The Commission files a complaint when it has "reason to believe" that the named defendants are violating or are about to violate the law and it appears to the Commission that a proceeding is in the public interest. Stipulated final orders have the force of law when approved and signed by the District Court judge.
The lead staff attorneys on this matter are Sarah Choi and Alejandro Rosenberg.
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Original text here: https://www.ftc.gov/news-events/news/press-releases/2026/03/ftc-takes-action-against-match-okcupid-deceiving-users-sharing-personal-data-third-party
EEOC Sues The Cogar Group for Religious Discrimination After Baptist Deacon Forced to Resign from Security Job
WASHINGTON, March 30 -- The Equal Employment Opportunity Commission issued the following news release:
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EEOC Sues The Cogar Group for Religious Discrimination After Baptist Deacon Forced to Resign from Security Job
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Federal suit charges security services company failed to accommodate New Orleans employee's request to accommodate Sunday church attendance
NEW ORLEANS -The Cogar Group, Ltd., a Fairfax, Virginia-based security services company operating in several states, violated federal law when it failed to accommodate an employee's religious beliefs, instead forcing him to choose between
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WASHINGTON, March 30 -- The Equal Employment Opportunity Commission issued the following news release:
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EEOC Sues The Cogar Group for Religious Discrimination After Baptist Deacon Forced to Resign from Security Job
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Federal suit charges security services company failed to accommodate New Orleans employee's request to accommodate Sunday church attendance
NEW ORLEANS -The Cogar Group, Ltd., a Fairfax, Virginia-based security services company operating in several states, violated federal law when it failed to accommodate an employee's religious beliefs, instead forcing him to choose betweenattending services at his church and keeping his position as a security guard, the U.S. Equal Employment Opportunity Commission (EEOC) alleged in a lawsuit announced today.
According to the EEOC's lawsuit, in February 2024, The Cogar Group told the security guard, a disabled veteran who had worked for the company in New Orleans part-time with Sundays off since March 2021, that his schedule would be changed to Saturday and Sunday. The security guard told his supervisor that the new schedule would interfere with his religious beliefs because he is a devout Baptist and a deacon, and his faith requires him to attend church on Sundays. The Cogar Group refused to alter the new schedule to accommodate his religious obligations, and the security guard was forced to resign.
"Federal law entitles employees to accommodations for their religious practices," said Michael Kirkland, director of the EEOC's New Orleans Field Office. "Absent undue hardship, it is unlawful for an employer to force an employee to choose between his religious practice and his job."
Such alleged conduct violates Title VII of the Civil Rights Act of 1964, which prohibits employers from failing to accommodate religious practices unless an accommodation would impose an undue hardship. The EEOC filed suit (EEOC v. The Cogar Group, Ltd., Case No. 2:26-cv-00661) in U.S. District Court for the Eastern District of Louisiana, after first attempting to reach a pre-litigation settlement through its conciliation process.
Jacqueline Barber, a senior trial attorney in the EEOC's New Orleans Field Office, said, "When it is feasible for an employer to accommodate an employee's religious beliefs, but it chooses not to, the employer violates Title VII."
For more information about religious discrimination, please visit https://www.eeoc.gov/religious-discrimination.
The EEOC's Houston District Office's jurisdiction includes southeast Texas and Louisiana.
The EEOC is the sole federal agency authorized to investigate and litigate against businesses and other private sector employers for violations of federal laws prohibiting employment discrimination. For public sector employers, the EEOC shares jurisdiction with the Department of Justice's Civil Rights Division. The EEOC also is responsible for coordinating the federal government's employment antidiscrimination effort. More information about the EEOC is available at www.eeoc.gov.
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Original text here: https://www.eeoc.gov/newsroom/eeoc-sues-cogar-group-religious-discrimination-after-baptist-deacon-forced-resign-security
EEOC Sues Kroger for Firing Employee with Disability After Stripping Her Of Existing Accommodation
WASHINGTON, March 30 -- The Equal Employment Opportunity Commission issued the following news release:
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EEOC Sues Kroger for Firing Employee with Disability After Stripping Her Of Existing Accommodation
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Federal lawsuit charges that grocery store terminated employee with neuropathy after denying access to previously settled accommodation
HOUSTON - Kroger Texas L.P. - Houston Division, operator of Kroger grocery store #300 in Houston's Clear Lake/NASA area, violated federal employment law when it failed to accommodate and then fired an employee because of her disability, the U.S. Equal
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WASHINGTON, March 30 -- The Equal Employment Opportunity Commission issued the following news release:
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EEOC Sues Kroger for Firing Employee with Disability After Stripping Her Of Existing Accommodation
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Federal lawsuit charges that grocery store terminated employee with neuropathy after denying access to previously settled accommodation
HOUSTON - Kroger Texas L.P. - Houston Division, operator of Kroger grocery store #300 in Houston's Clear Lake/NASA area, violated federal employment law when it failed to accommodate and then fired an employee because of her disability, the U.S. EqualEmployment Opportunity Commission (EEOC) charged in a lawsuit filed last week.
In its lawsuit, the EEOC charged that a self-service checkout attendant suffering from neuropathy, who for three preceding years worked successfully using a walker, was stripped of that reasonable accommodation by new management. The employee's neuropathy limited her ability to walk and move, and her feet went numb if she was required to stand for too long.
Kroger's new management failed to interact with the employee to determine if the previously granted accommodation was reasonable or if another was potentially available. Instead, management told her to seek leave - which she did not want or need - until she could return to work without an accommodation. The employee was terminated by Kroger when she could not support a need for leave with medical documentation, according to the suit.
"Disability discrimination in the workplace, which includes failure to accommodate and discharge because of disability, will not be tolerated by the EEOC," said Rayford Irvin, director of the EEOC's Houston District Office. "We encourage any employee who believes they have been the victim of workplace discrimination based on disability to file a discrimination charge with the EEOC."
Such alleged conduct violates the Americans with Disabilities Act (ADA), which prohibits employers from discriminating against employees because of their disabilities, including denying such individuals a reasonable accommodation, absent undue hardship, and firing them because they need an accommodation. The EEOC filed suit (U.S. EEOC v. Kroger Texas L.P. - Houston Division, Civil Action No. 4:26-cv-02448) in U.S. District Court for the Southern District of Texas, Houston Division, after first attempting to reach a pre-litigation settlement through its conciliation process.
"An employer, in consultation with an employee facing a disability, must consider whether an accommodation is reasonable," EEOC Senior Trial Attorney Claudia Molina said. "Revoking a previously granted reasonable accommodation can violate the ADA."
In the lawsuit, the EEOC seeks back pay and instatement or front pay for the aggrieved employee, plus compensatory and punitive damages in amounts to be determined at trial. In addition, the EEOC is seeking a permanent injunction enjoining Kroger from engaging in disability discrimination in the future, and an order requiring Kroger to institute and carry out policies, practices and programs which govern requesting, processing and granting reasonable accommodations for disabilities, and which eradicate the effects of Kroger's alleged discriminatory employment practices.
For more information on disability discrimination, please visit https://www.eeoc.gov/disability-discrimination.
The EEOC's Houston District Office has jurisdiction over Louisiana and the following counties in Texas: Angelina, Austin, Brazoria, Brazos, Calhoun, Chambers, Colorado, Fayette, Fort Bend, Galveston, Grimes, Hardin, Harris, Houston, Jackson, Jasper, Jefferson, Lavaca, Liberty, Madison, Matagorda, Montgomery, Nacogdoches, Newton, Orange, Polk, Sabine, San Augustine, San Jacinto, Shelby, Trinity, Tyler, Victoria, Walker, Waller, Washington, and Wharton.
The EEOC is the sole federal agency authorized to investigate and litigate against businesses and other private sector employers for violations of federal laws prohibiting employment discrimination. For public sector employers, the EEOC shares jurisdiction with the Department of Justice's Civil Rights Division. The EEOC also is responsible for coordinating the federal government's employment antidiscrimination effort. More information about the EEOC is available at www.eeoc.gov.
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Original text here: https://www.eeoc.gov/newsroom/eeoc-sues-kroger-firing-employee-disability-after-stripping-her-existing-accommodation
EEOC Sues Cannabis Company for Sexual Harassment
WASHINGTON, March 30 -- The Equal Employment Opportunity Commission issued the following news release:
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EEOC Sues Cannabis Company for Sexual Harassment
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Federal lawsuit alleges Ascend Wellness Holdings created a hostile work environment for female employees
ST. LOUIS - Cannabis company Ascend Wellness Holdings, Inc. violated federal law when it subjected female employees at the company's Collinsville, Illinois facility to unlawful sexual harassment, the U.S. Equal Employment Opportunity Commission (EEOC) charged in a lawsuit announced today.
According to the EEOC's lawsuit, at least
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WASHINGTON, March 30 -- The Equal Employment Opportunity Commission issued the following news release:
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EEOC Sues Cannabis Company for Sexual Harassment
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Federal lawsuit alleges Ascend Wellness Holdings created a hostile work environment for female employees
ST. LOUIS - Cannabis company Ascend Wellness Holdings, Inc. violated federal law when it subjected female employees at the company's Collinsville, Illinois facility to unlawful sexual harassment, the U.S. Equal Employment Opportunity Commission (EEOC) charged in a lawsuit announced today.
According to the EEOC's lawsuit, at leastas early as February 2021, the Collinsville facility manager and other male employees continually harassed female employees, including touching, sexual comments, sexual advances, requests for sexual relations, and comments about the appearances and bodies of female employees and customers. Numerous female employees complained to Ascend's human resources personnel about the sexual harassment, but the company failed to stop the conduct. At least one woman was forced to resign because the environment was intolerable, the EEOC said.
"When workers complain to managers or human resources personnel about sexual harassment, employers must act promptly with effective actions to stop the harassing conduct," said Andrea G. Baran, regional attorney for the EEOC's St. Louis District Office.
Conduct as alleged in the EEOC's complaint violates Title VII of the Civil Rights Act of 1964, which prohibits harassment because of an employee's sex. The EEOC filed suit (EEOC v. Ascend Wellness Holdings, Inc., Case No. 3:26-cv-378) in U.S. District Court for the Southern District of Illinois after first attempting to reach a pre-litigation settlement through its administrative conciliation process.
David S. Davis, director of the EEOC's St. Louis District Office, said, "The alleged harassment in this case was particularly egregious because the facility manager himself engaged in the conduct and comments at issue, making it even more difficult for employees to complain and obtain relief."
For more information on sexual harassment, please visit https://www.eeoc.gov/sexual-harassment.
The EEOC's St. Louis District Office has jurisdiction over discrimination charges and agency litigation in Missouri, Kansas, Oklahoma, Nebraska and a portion of southern Illinois.
The EEOC is the sole federal agency authorized to investigate and litigate against businesses and other private sector employers for violations of federal laws prohibiting employment discrimination. For public sector employers, the EEOC shares jurisdiction with the Department of Justice's Civil Rights Division. The EEOC also is responsible for coordinating the federal government's employment antidiscrimination effort. More information about the EEOC is available at www.eeoc.gov.
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Original text here: https://www.eeoc.gov/newsroom/eeoc-sues-cannabis-company-sexual-harassment
April reporting reminder (2026)
WASHINGTON, March 30 -- The Federal Election Commission issued the following news:
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April reporting reminder (2026)
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Committees must file the following reports in April:
* All authorized committees of House and Senate candidates must file a quarterly report by April 15, 2026. The report covers financial activity from January 1 (or the day after the closing date of the last report) through March 31;
* Authorized committees of presidential candidates must file a report by April 15, if they are quarterly filers (the report covers financial activity from January 1 through March 31),
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WASHINGTON, March 30 -- The Federal Election Commission issued the following news:
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April reporting reminder (2026)
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Committees must file the following reports in April:
* All authorized committees of House and Senate candidates must file a quarterly report by April 15, 2026. The report covers financial activity from January 1 (or the day after the closing date of the last report) through March 31;
* Authorized committees of presidential candidates must file a report by April 15, if they are quarterly filers (the report covers financial activity from January 1 through March 31),or by April 20, if they are monthly filers (the report covers activity for the month of March);
* National party committees and other political committees following a monthly filing schedule must file a monthly report by April 20. This includes state, district and local party committees that engage in reportable " federal election activity " (see the "State, district and local party committees" section). The report covers activity for the month of March; and
* PACs and party committees following a quarterly reporting schedule must file a quarterly report by April 15, covering activity from January 1 (or the day after the closing date of the last report) through March 31.
Quarterly filers that participate in primary or special elections may need to file pre- and post-election reports that are not accounted for above. Remember, reporting periods always begin the day after the closing date of the last report filed.
Reporting help is always just a phone call away at 800-424-9530. Select option 4 for technical assistance with electronic filing, option 5 to speak with the analyst who reviews your committee's reports or option 6 to speak with an Information Specialist. You can also submit a question for your analyst online.
The Commission will host a FECFile for Candidate Committees Webinar on April 1 to help campaigns that use the FEC's free software prepare to file their April reports.
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Original text here: https://www.fec.gov/updates/april-reporting-reminder-2026/
