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Policy Week in Review - April 24, 2026
SAN FRANCISCO, California, April 25 -- Littler, a law firm, issued the following news:* * *
Policy Week in Review - April 24, 2026
Congressional and Administrative News
At a Glance
The Policy Week in Review, prepared by Littler's Workplace Policy Institute (WPI), sets forth WPI's updates on federal legislation, regulations, and congressional activity affecting the workplace.
By Shannon Meade, Jim Paretti, Alex MacDonald, and Maury Baskin
DOL Announces Proposed Rule on Joint Employment
On April 22, the U.S. Department of Labor's Wage and Hour Division announced a Notice of Proposed Rulemaking ... Show Full Article SAN FRANCISCO, California, April 25 -- Littler, a law firm, issued the following news: * * * Policy Week in Review - April 24, 2026 Congressional and Administrative News At a Glance The Policy Week in Review, prepared by Littler's Workplace Policy Institute (WPI), sets forth WPI's updates on federal legislation, regulations, and congressional activity affecting the workplace. By Shannon Meade, Jim Paretti, Alex MacDonald, and Maury Baskin DOL Announces Proposed Rule on Joint Employment On April 22, the U.S. Department of Labor's Wage and Hour Division announced a Notice of Proposed Rulemaking(NPRM) on joint employer status under the Fair Labor Standards Act (FLSA), the Family and Medical Leave Act (FMLA), and the Migrant and Seasonal Agricultural Worker Protection Act (MSPA). The NPRM proposes separate analyses to assess horizontal and vertical joint employment scenarios given the inherent differences between those business relationships. Additionally, the proposal advises that a potential joint employer's "actual exercise of control" is more relevant than "reserved control" for determining vertical joint employer status. It also proposes to exclude from consideration factors relevant for assessing employee status (as opposed to an independent contractor) when making a joint employment assessment. Public comments are due by 11:59 p.m. ET on June 22, 2026. Read here for the Department's Q&A. Read here for Littler's analysis.
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Bipartisan "Know Your Labor Rights Act" Legislation Introduced in House and Senate
On April 21, Senators Josh Hawley (R-MO) and Maggie Hassan (D-NH) and Representatives Riley Moore (R-WV) and Marie Gluesenkamp (D-WA) introduced the "Know Your Labor Rights Act," which would require all employers to post and maintain notice to employees and new hires of their labor rights in the workplace. The bill is endorsed by the Teamsters and is a pillar of Senator Hawley's pro-worker framework.
Related to Senator Hawley's framework, there is a concerted effort to advance companion legislation to Hawley's "Faster Labor Contracts Act" (imposing binding interest arbitration, another key pillar of Senator Hawley's framework) in the House via a Discharge Petition filed by Representative Donald Norcross (D-NJ). The legislation, (H.R. 5408), is sponsored by Representatives Pete Stauber (R-MN) and Donald Norcross (D-NJ) and currently has 82 cosponsors - 65 Democrats, 17 Republicans. In an effort to bypass committee consideration and force a House floor vote on the legislation, Representative Norcross filed the Discharge Petition (H.Res. 1140) on April 20. As of this writing, 145 House members have signed on, with Rep. Michael Lawler (R-NY) as the sole Republican signature. It is unclear at this time whether the effort will reach the required 218 signatures to advance to the House floor for a vote.
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WIOA Reauthorization Approved in Committee
The House Committee on Education and Workforce approved legislation on April 21, titled "A Stronger Workforce for America Act," which would reauthorize the Workforce Innovation and Opportunity Act (WIOA). WIOA, the nation's primary workforce development law, has not been reauthorized or updated since its expiration in 2020, although it has continued to receive funding. As previously reported, the bill makes important reforms, including improvements to federal labor market reporting data; support for virtual employment services; dedicated funding for upskilling workers through individual training accounts and on-the-job learning; and metrics to strengthen accountability to hold state and local workforce boards responsible for delivering positive outcomes for workers and job seekers. However, this bill is a departure from previous bipartisan efforts in that it transfers all adult education and family literacy functions from the Department of Education to the Department of Labor, which is in alignment with the Trump administration's goals of reducing the footprint of the Department of Education. This move is not favored by the House minority. As such, it is uncertain if the bill will pass the House.
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Authors
Shannon Meade
Executive Director, Workplace Policy Institute
Washington, D.C.
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James A. Paretti
Shareholder
Washington, D.C.
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Alexander T. MacDonald
Shareholder
Washington, D.C.
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Maury Baskin
Shareholder
Washington, D.C.
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Original text here: https://www.littler.com/news-analysis/asap/policy-week-review-april-24-2026
[Category: BizLaw/Legal]
Nationwide Children's Hospital Ranked Top Hospital in Ohio on Forbes List of "Best Employers for Company Culture"
COLUMBUS, Ohio, April 25 -- Nationwide Children's Hospital issued the following news release:* * *
Nationwide Children's Hospital Ranked Top Hospital in Ohio on Forbes List of "Best Employers for Company Culture"
Nationwide Children's Hospital has once again been named one of "America's Best Employers for Company Culture" by Forbes.
Named to the second-annual national list of 600 companies, Nationwide Children's is ranked as the No. 1 company in Central Ohio, No. 1 hospital in Ohio and among the top 5 health care systems in the United States. The Forbes "America's Best Employers for Company ... Show Full Article COLUMBUS, Ohio, April 25 -- Nationwide Children's Hospital issued the following news release: * * * Nationwide Children's Hospital Ranked Top Hospital in Ohio on Forbes List of "Best Employers for Company Culture" Nationwide Children's Hospital has once again been named one of "America's Best Employers for Company Culture" by Forbes. Named to the second-annual national list of 600 companies, Nationwide Children's is ranked as the No. 1 company in Central Ohio, No. 1 hospital in Ohio and among the top 5 health care systems in the United States. The Forbes "America's Best Employers for CompanyCulture" list highlights organizations with the strongest workplace cultures as rated directly by employees.
"This recognition is only possible because of our amazing team--nearly 18,000 strong," said Tim Robinson, chief executive officer of Nationwide Children's Hospital. "For decades, our hospital has intentionally created a 'One Team' culture of collaboration and trust. And every day, our team lives that culture. They have a remarkable shared commitment to children's health, and this dedication is improving lives in our region and far beyond."
Overall, Nationwide Children's ranked 14th among the top 600 companies. America's Best Employers for Company Culture were chosen based on survey responses from more than 217,000 employees working for companies employing at least 1,000 people in the U.S.
The evaluation was based on survey responses from employees who were asked to appraise their company's culture, responding to a variety of questions including whether employees were treated with fairness and respect, if they were passionate about the organization's services or products and whether they felt empowered to take initiative and develop new ideas. Additionally, survey analysts conducted research on each organization to assess culture-related best practices, including leadership team composition.
The complete list can be viewed on the Forbes website (https://www.forbes.com/lists/employers-culture/).
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About Nationwide Children's Hospital
Named to the Top 10 Honor Roll on U.S. News & World Report's 2025-26 list of "Best Children's Hospitals," Nationwide Children's Hospital is one of America's largest not-for-profit free-standing pediatric health care systems providing unique expertise in pediatric population health, behavioral health, genomics and health equity as the next frontiers in pediatric medicine, leading to best outcomes for the health of the whole child. Integrated clinical and research programs, as well as prioritizing quality and safety, are part of what allows Nationwide Children's to advance its unique model of care. Nationwide Children's has a staff of more than 17,000 that provides state-of-the-art wellness, preventive and rehabilitative care and diagnostic treatment during more than 1.9 million patient visits annually. As home to the Department of Pediatrics of The Ohio State University College of Medicine, Nationwide Children's physicians train the next generation of pediatricians and pediatric specialists. The Abigail Wexner Research Institute at Nationwide Children's Hospital is one of the Top 10 National Institutes of Health-funded free-standing pediatric research facilities. More information is available at NationwideChildrens.org.
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Original text here: https://www.nationwidechildrens.org/newsroom/news-releases/2026/04/forbes_culture_2026
[Category: BizHealth Care]
Littler Issues Commentary: How Would the European Commission's Draft Proposal for the EU Inc. Affect German Employers?
SAN FRANCISCO, California, April 25 -- Littler, a law firm, issued the following commentary on April 24, 2026, by associate Janne Katrine Bochmann:* * *
How Would the European Commission's Draft Proposal for the EU Inc. Affect German Employers?
On March 18, 2026, the European Commission published its proposal for an EU-wide legal framework establishing a new form of limited-liability company - the EU Inc. With this draft, the Commission aims to promote start-ups and scale-ups by creating a new European legal form. Digitalization, standardization and greater flexibility in company law are at ... Show Full Article SAN FRANCISCO, California, April 25 -- Littler, a law firm, issued the following commentary on April 24, 2026, by associate Janne Katrine Bochmann: * * * How Would the European Commission's Draft Proposal for the EU Inc. Affect German Employers? On March 18, 2026, the European Commission published its proposal for an EU-wide legal framework establishing a new form of limited-liability company - the EU Inc. With this draft, the Commission aims to promote start-ups and scale-ups by creating a new European legal form. Digitalization, standardization and greater flexibility in company law are atthe forefront.
Codetermination as the key touchstone for the EU Inc.
From an employment law perspective, the EU Inc. offers significant structuring potential with regard to corporate codetermination, while also reflecting familiar tensions. A distinction must be drawn between EU Inc.s that are newly incorporated and those formed through conversion transactions.
New incorporation: codetermination based on the statutory seat
For newly incorporated EU Inc.s, the draft provides that the codetermination regime of the Member State of the statutory seat (registered office) shall be decisive. Because the draft (as is already the case for the SE1) does not require an economic nexus between the statutory seat and the place of the company's actual activities, it would be possible to establish an EU Inc. with its registered office in a Member State with limited codetermination requirements and to operate - on a permanent basis - in Germany without codetermination.
This would make it legally possible, even where employee headcount exceeds the thresholds under Germany's One-Third Participation Act or Codetermination Act, to operate entirely without employee representatives on the supervisory or management body. In particular as a managing holding company, or in combination with group structures not subject to codetermination, the EU Inc. could therefore be attractive for certain corporate concepts.
However, this is only a limited novelty. Comparable effects can already be achieved today by using companies from EU Member States that fully adhere to the incorporation theory. The EU Inc. draft is nevertheless likely to simplify such structures and provide additional legal certainty.
Conversion: continuation of established protective mechanisms
The situation is different where an EU Inc. is formed, by way of a conversion transaction, from an existing company. In such cases, the draft expressly refers to the system applicable to cross-border conversions. Accordingly, the instruments familiar from the formation of an SE and the corresponding German implementing legislation would apply: an election body, a special negotiating body, a negotiation procedure and - if no agreement is reached - statutory fallback codetermination provisions.
In these cases, codetermination is therefore not "cut off"; rather, it is continued under the familiar freeze and/or continuation model. At the same time, it becomes clear that the EU Inc. does not establish a uniform EU-wide codetermination regime. The approach discussed in advance - a harmonized codetermination framework across Europe for the new legal form - is not reflected in the Commission's draft.
This can be summarized as follows:
1. In the case of new incorporations, the EU Inc. opens up scope for structuring without codetermination.
2. In the case of conversions, the established codetermination safeguards continue to apply.
3. Genuine European harmonization of codetermination remains absent.
Employee share participation programs as an employment-law location advantage
The employment-law assessment of the provisions on employee share participation programs is positive. The draft provides for an EU-wide Employee Share Option Scheme (EU-ESO), which may be of considerable importance particularly for growth-oriented companies.
Tax focus: moving away from the taxation of "dry income"
In practice, employee share participation programs in Germany have been hindered less by company law considerations than by tax obstacles. While the national legislator has, in recent years, introduced significant relief through section 19a of the German Income Tax Act (Sec. 19a EStG) and has, in many cases, deferred immediate taxation of the taxable benefit in kind, restrictions nevertheless remain - for example due to size and age thresholds for the eligible undertaking and maximum time limits for the deferral of taxation.
The EU Inc. draft goes a significant step further. Under the proposed concept, employee shareholdings would be taxed only upon actual disposal - regardless of the company's size or age. This would permanently and comprehensively mitigate the deterrent effect of taxable "dry income."
Especially in the competition for qualified employees and executives, this may generate substantial advantages. Employee participation thereby gains not only company-law or tax-law significance, but also employment-law relevance as an instrument for incentivization and long-term retention. Teams operating across Europe could be treated in a transparent and comparable manner.
For employers, this means:
1. Employee share participation could be structured in a significantly more attractive way across the EU than under current national regimes.
2. The EU Inc. strengthens participation programs as an employment-law remuneration and retention instrument.
3. Start-ups and scale-ups in particular benefit from increased flexibility and planning certainty.
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See Footnotes
1/ An SE is a public company registered in accordance with the corporate law of the EU.
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Authors
Janne Katrine Bochmann
Associate
Hamburg
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Original text here: https://www.littler.com/news-analysis/asap/how-would-european-commissions-draft-proposal-eu-inc-affect-german-employers
[Category: BizLaw/Legal]
LinkedIn Launches NFL Draft Campaign With Fernando Mendoza
SUNNYVALE, California, April 25 -- LinkedIn, a professional networking tool, issued the following news:* * *
LinkedIn Launches NFL Draft Campaign with Fernando Mendoza
Key Insights
* LinkedIn released a new NFL Draft ad featuring quarterback Fernando Mendoza, centered on a real-time LinkedIn profile update
* The spot builds on familiar LinkedIn behavior - updating your profile, sharing progress and building your network
* The partnership is rooted in Mendoza's existing LinkedIn presence on LinkedIn, where he documents his journey and builds his professional identity
* The campaign reinforces ... Show Full Article SUNNYVALE, California, April 25 -- LinkedIn, a professional networking tool, issued the following news: * * * LinkedIn Launches NFL Draft Campaign with Fernando Mendoza Key Insights * LinkedIn released a new NFL Draft ad featuring quarterback Fernando Mendoza, centered on a real-time LinkedIn profile update * The spot builds on familiar LinkedIn behavior - updating your profile, sharing progress and building your network * The partnership is rooted in Mendoza's existing LinkedIn presence on LinkedIn, where he documents his journey and builds his professional identity * The campaign reinforcesLinkedIn's as the place where career updates are shared as they happen
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Turning a Career Milestone into a Cultural Moment
The NFL Draft is one of the most visible professional transitions, with millions watching as athletes enter the next stage of their careers.
Building on its partnership with Fernando Mendoza, LinkedIn released a new spot timed to the NFL Draft, capturing that transition in the moment.
In the ad, Mendoza appears in a post-draft interview and pauses mid-conversation to update his LinkedIn profile - switching from #OpenToWork to his new role as quarterback.
A familiar action meets a career-defining moment, playing out on one of the biggest stages in sports. The idea is simple - career moments don't just happen - they're shared on LinkedIn.
Showing Up for Career Moments That Matter
The campaign reflects real member behavior: every day, people around the world update their profiles, build new skills and connect with others.
"Fernando has been intentional about his presence on LinkedIn from the start - sharing his journey, building his brand, and connecting with his community," said Heather Freeland, Chief Brand Officer at LinkedIn. "With this series of spots, we wanted to show that LinkedIn is about those big professional moments -- like getting a new job -- but it's also where careers take shape over time. And Fernando is the perfect person to demonstrate that as his own career as a professional quarterback takes off."
From #OpenToWork to Kickoff
LinkedIn's partnership with Mendoza builds on how he was already using the platform - including signaling he was "Open to Work" ahead of the Draft.
By bringing his network along, he reflects how a new generation is using LinkedIn to document career moves in real time - before, during, and after the big moment.
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Original text: https://news.linkedin.com/2026/LinkedIn-NFL-Fernando-Mendoza
[Category: BizMedia]
Fisher Phillips Issues Insight: Virginia Compliance Alert - 7 Key Legislative Changes Employers Can't Ignore
ATLANTA, Georgia, April 25 -- Fisher Phillips, a law firm, issued the following insight on April 24, 2026:* * *
Virginia Compliance Alert: 7 Key Legislative Changes Employers Can't Ignore
Keeping up with employment law changes is a constant challenge for employers, especially as states continue to expand and refine workplace requirements. Virginia is no exception, and under its new governor, the state legislature has passed a host of changes that impact employers. We'll break down the new requirements and offer practical takeaways to help you get ready.
1. Recap of Expanded Paid Sick Leave ... Show Full Article ATLANTA, Georgia, April 25 -- Fisher Phillips, a law firm, issued the following insight on April 24, 2026: * * * Virginia Compliance Alert: 7 Key Legislative Changes Employers Can't Ignore Keeping up with employment law changes is a constant challenge for employers, especially as states continue to expand and refine workplace requirements. Virginia is no exception, and under its new governor, the state legislature has passed a host of changes that impact employers. We'll break down the new requirements and offer practical takeaways to help you get ready. 1. Recap of Expanded Paid Sick LeaveLaw (HB 5 & SB 199)
Prior to this legislative session, Virginia's paid sick leave covered only narrowly defined home health workers. In keeping with other legislative changes to paid sick leave laws across the country in recent years, the state has now expanded this mandate to cover all eligible employees, regardless of company size.
Application and Eligibility
Virginia's paid sick leave law covers all private employers in the state, but with staggered effective dates based on total employer size:
* July 1, 2027: 50+ employees
* January 1, 2028: 25+ employees
* January 1, 2029: one or more employees
All Virginia-based employees will be eligible for sick leave under the new law, without regard to full or part-time status or exempt/non-exempt status.
Amount of Sick Leave and Usage
* Under the expanded law, all employees will receive one hour of paid sick leave for every 30 hours worked, up to a maximum of 40 hours accrued per year. Employers may frontload 40 hours of sick leave each year to meet these requirements.
* Unused accrued leave carries over year to year.
* Employers can limit usage of sick leave to 40 hours per year.
* Sick leave may be used in one-hour increments.
* Exempt employees are presumed to work 40 hours in a workweek for the accrual calculation.
Employees may use sick leave for their own illness or conditions and medical appointments, as well as for that of a family member. The law also provides a safe leave component. Employees who are victims of domestic violence, sexual assault, or stalking may use paid sick leave to relocate, access medical or mental health services, obtain legal assistance, or connect with victim advocacy resources.
Your Current Paid Leave Policy May Not Be Enough
Employers with existing paid leave programs should not assume they are already covered. The law allows employers with existing paid leave policies that provide enough leave must ensure the policy also:
* permits use for all the same purposes the statute covers; and
* does so under the same conditions.
In addition, employers should be mindful of the law's anti-retaliation provision. A policy that falls short on any of these aspects will need to be supplemented or revised before the applicable effective date.
Penalties for Non-Compliance
Employers need to be aware of the penalties for failing to comply:
* The law provides a private cause of action, meaning that any employee who experiences a violation may sue their employer. A successful plaintiff is entitled to twice the value of the withheld leave plus additional available remedies.
* Employees may also file a complaint with the Virginia Commissioner of Labor and Industry, who can investigate and assess civil fines of up to $500 per violation.
2. Paid Family and Medical Leave (HB 1207 & SB 2)
Virginia joins its DMV neighbors in enacting a new Paid Family Medical Leave Insurance ("PFMLI") program. The Virginia PFMLI program provides two main benefits: up to 12 workweeks of job-protected leave for certain qualifying reasons and a partial wage replacement benefit during that leave.
Contributions
Virginia's PFMLI program will be administered by the Virginia Employment Commission and financed through a payroll-funded insurance model, with contributions split between employers and their employees. How much an employer must contribute depends on company size:
* Employers with more than 10 employees may withhold up to 50% of the required contribution from employee wages, with the employer responsible for the balance.
* Employers with 10 or fewer employees are only required to collect and remit 50% of the contribution rate that applies to larger employers - no additional employer contribution is owed.
* PFMLI leave runs concurrently with any applicable federal FMLA leave as well as leave entitlements under a collective bargaining agreement.
Mark these dates on your calendar: contribution collection begins April 1, 2028, and the program starts paying benefits on December 1, 2028.
Eligibility for Benefits
Benefits under the PFMLI will be available for covered employees who are authorized to work in the United States and who take leave for the following reasons:
* to care for a new child, whether through birth, adoption, or foster care in the first year;
* because of the employee's own serious health condition;
* to care for a family member with a serious health condition;
* for reasons related to a family member's military service; or
* to seek safety services for the employee or a family member.
Leave may be taken intermittently and runs concurrently with federal FMLA where applicable. Employees who have been employed for at least 120 days prior to the start of their PFMLI leave are entitled to their position (or its equivalent) upon return from leave. Employers must maintain any healthcare benefits during any period of leave taken under this law.
Amount of Benefits
* Benefits are available for up to 12 weeks in a 52-week period, but leave for safety services are capped at four weeks of wages in a benefit year.
* The weekly benefit is equal to 80% of the employee's average weekly wage, subject to a maximum cap of 100% of the statewide average weekly wage. The statewide average weekly wage will be updated each year.
Private Plan Option
Employers that prefer not to participate in the state program may apply for a Commission-approved private insurance plan opt-out. To qualify, the private plan must provide benefits that are at least equivalent to the state program and must not cost employees more than they would pay under the state plan. This option gives employers more flexibility over plan design and administration but requires Commission approval.
3. VA Human Rights Expansion (SB637)
Virginia has also expanded its human rights law to cover all employers with five or more employees, down from fifteen. The law also extends the time for an employee to file a complaint with the Office of the Attorney General alleging unlawful discrimination from 300 days to two (2) years.
4. Minimum Wage Increase (HB1 & SB1)
The minimum wage in Virginia will increase incrementally to $15 per hour by January 1, 2028. Here is what employers need to know:
* The law codifies the adjusted state hourly minimum wage of $12.77 per hour that became effective as of January 1, 2026.
* The minimum rate will increase to $13.75 per hour effective January 1, 2027
* The minimum rate will increase to $15.00 per hour effective January 1, 2028
* Effective January 1, 2029, and annually thereafter, the minimum will be adjusted to reflect increases in the consumer price index.
The law applies broadly to most employees, regardless of employer size. While there is some time before the next wage increase goes into effect, employers with minimum-wage workers need to be prepared to comply with these annual increases. This may include an audit of current wages to ensure preparedness, as well as consideration of whether increases for employees who already make above the minimum wage are appropriate to maintain internal pay equity.
5. Overtime for Domestic Workers (HB 27/SB 28)
In keeping with the theme, this legislation adds domestic workers - defined to include childcare providers, housekeepers, caregivers, cooks, and gardeners in private homes, among others - to Virginia's overtime law. This includes hourly and salaried employees, independent contractors, and full- or part-time workers who provide services for one or more employers. This is a very broad definition that is likely to implicate both employers and individuals who engage domestic workers directly.
Under the new requirements, covered workers must receive 1.5 times their regular pay for hours worked over forty (40) in a workweek. Questions remain as to how exactly this law will work practically, especially for independent contractors who typically set their own hours.
This law has a delayed implementation but will go into effect July 1, 2027.
6. Salary History and Wage Transparency (HB 636/SB 215)
Following a nationwide trend, Virginia's new salary history and wage transparency law is intended to combat discrimination and improve wage transparency, particularly addressing how reliance on past salary can perpetuate wage gaps.
Under the new law, employers are prohibited from asking about a job applicant's past wages or salary history or using an applicant's past salary to evaluate candidates or set starting pay. If an applicant voluntarily discloses their pay history, the employer may only use it after making an initial job offer and only for the purpose of justifying a higher salary.
The law also includes anti-retaliation provisions that prohibit employers from penalizing applicants or employees for refusing to disclose their pay history or asking about the pay range for a position. Employers are also now required to set a salary or wage range in both external job postings and internal promotion or transfer opportunities.
The law creates a private right of action with violations resulting in up to $10,000 in statutory damages or actual damages, as well as attorneys' fees. The law will go into effect January 1, 2027.
Employers are advised to immediately begin training interviewers and review all hiring procedures and policies, as well as application materials, to ensure compliance with this law. Training staff who make hiring decisions will be key, as this law is a departure from a relatively routine applicant inquiry, which could lead to accidental non-compliance.
7. Heat Illness Prevention Standards (HB1092)
Virginia is set to become the next state to adopt its own unique heat illness prevention standards. HB1092 requires the regulatory body that writes state safety and health rules to pass a standard addressing heat illness in the workplace no later than May 1, 2028.
While the law does not yet create any new requirements for Virginia employers, it signals that a future standard is on the way that will address indoor and outdoor occupational heat exposures. The rule will likely be modeled after a prior Virginia proposal, standards passed in other states, and consensus body guidelines from NIOSH and ACGIH.
While employers nationwide await the long-anticipated final rule on heat from federal OSHA, employers in Virginia should begin developing a plan for addressing heat exposures, including issues like acclimatization, water, access to shade, and training. Stay tuned, as the rulemaking process will shed more light on the agency's intentions and give employers an opportunity to weigh in on a proposed rule.
What Should Employers Do Now?
Virginia employers have time to prepare, but shouldn't delay. Here are four steps you should consider taking now:
* Review your existing leave policies against the new paid sick leave standard. Your current PTO or sick leave program will only satisfy the new law if it provides sufficient leave for all of the same purposes, under the same conditions the statute requires. Conduct that audit now and close any gaps before the appropriate effective date for your company.
* Get your written policies in place and distributed. Draft or update new policies and make sure they reach your employees before these laws go into effect.
* Start planning your PFML payroll infrastructure today. The April 2028 contribution start date will arrive faster than you think. Work with your payroll team or vendor now to build the required deduction and remittance structure. If a private plan opt-out is appealing, begin evaluating commercial insurance options and the Commission approval process well in advance.
* Update your payroll to reflect minimum wage and overtime increases. For employees who will see their wages increase under the minimum wage update, ensure your overtime calculations for regular rate of pay reflect the new pay rate.
Future Changes to Track
While these new laws will significantly change the landscape for employers in Virginia, it is possible this is not the end of employment-related legislation. Several notable bills did not pass this legislative session or were rejected by the Governor including:
* HB1514 which would prohibit the use of artificial intelligence in employment decisions;
* HB1451 which would create additional protections for warehouse workers;
* HB1173 and SB258 which would have required accommodations for employees experiencing perimenopause and menopause; and
* HB949 which would further curtail the use of non-compete agreements in the state.
Versions of these bills were introduced under Governor Spanberger's predecessor, and it is likely they will be re-introduced in the future.
Conclusion
We will continue to monitor these developments and provide updates as the laws near their effective dates, so make sure you are subscribed to Fisher Phillips' Insight System to receive the most current information directly to your inbox. If you have questions, please contact your Fisher Phillips attorney, the authors of this Insight, or any of our Virginia-licensed attorneys.
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Related People
Travis D. Huffman
Associate
614.453.7600
thuffman@fisherphillips.com
Jenna B. Rubin
Partner
404.260.3410
jrubin@fisherphillips.com
Martha G. Vazquez
Associate
502.410.6889
mgvazquez@fisherphillips.com
Alex West
Partner
704.778.4174
awwest@fisherphillips.com
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Original text here: https://www.fisherphillips.com/en/insights/insights/virginia-compliance-alert-7-key-legislative-changes-employers-cant-ignore
[Category: BizLaw/Legal]
Faegre Drinker Biddle and Reath Issues Commentary: FAR Council Issues Model Deviation FAR Clause and Guidance to Implement "DEI Discrimination" Executive Order
MINNEAPOLIS, Minnesota, April 25 -- Faegre Drinker Biddle and Reath, a law firm, issued the following commentary on April 24, 2026, by senior counsel John G. Horan, partners Jessica C. Abrahams, Dana B. Pashkoff and Lindsey M. Hogan and associates Michelle Y. Francois, Zoey A.Y. Twyford and Asher Friedman Young: * * *
FAR Council Issues Model Deviation FAR Clause and Guidance to Implement "DEI Discrimination" Executive Order
New FAR Clause Requires Contract Modifications, New Information Collection Requests, Expanded Compliance Oversight, and Heightened Enforcement Risks
At a Glance
* The ... Show Full Article MINNEAPOLIS, Minnesota, April 25 -- Faegre Drinker Biddle and Reath, a law firm, issued the following commentary on April 24, 2026, by senior counsel John G. Horan, partners Jessica C. Abrahams, Dana B. Pashkoff and Lindsey M. Hogan and associates Michelle Y. Francois, Zoey A.Y. Twyford and Asher Friedman Young: * * * FAR Council Issues Model Deviation FAR Clause and Guidance to Implement "DEI Discrimination" Executive Order New FAR Clause Requires Contract Modifications, New Information Collection Requests, Expanded Compliance Oversight, and Heightened Enforcement Risks At a Glance * TheFederal Acquisition Regulatory (FAR) Council issued guidance implementing Executive Order (EO) 14398 through a new mandatory contract clause, FAR 52.222-90, which agencies must incorporate into new solicitations beginning April 24, 2026, and into existing contracts via bilateral modifications by July 24, 2026.
* Consistent with the EO, the new FAR clause broadly prohibits "racially discriminatory DEI activities," requires significant documentation and information-sharing upon agency request, flows down to subcontractors at all tiers, and makes noncompliance an express basis for suspension and debarment.
* Federal contractors and subcontractors should assess their internal programs and compliance frameworks in anticipation of receiving new compliance requests from contracting officers, even as a pending federal lawsuit challenging the EO on constitutional grounds works its way through the legal system.
*
In a memo dated April 17, 2026, the Federal Acquisition Regulatory (FAR) Council issued guidance and model deviation text to implement Executive Order (EO) 14398, "Addressing DEI Discrimination by Federal Contractors." The guidance operationalizes the EO's mandate by introducing new mandatory contract clauses at FAR Parts 9, 12, 22, and 52, and directing agencies to incorporate a new clause at FAR 52.222-90 into federal contracts on an accelerated timeline. Although the EO itself is currently subject to ongoing litigation, as discussed below, the FAR Council guidance gives the EO immediate operational effect and expedites the shift in how federal contractors and their DEI-related practices are regulated across the federal procurement system.
Background
As discussed in our previous client alert on EO 14398, the EO directed federal agencies to prohibit federal contractors and subcontractors (together, "contractors") from engaging in what the administration characterizes as "racially discriminatory" diversity, equity, and inclusion (DEI) practices and to include new compliance, reporting, and enforcement mechanisms into the federal procurement system. The EO directed the FAR Council to move quickly to implement a mandatory contract clause prohibiting "racially discriminatory DEI activities" among federal contractors.
Unlike previous executive orders, EO 14398 focused only on race and ethnicity-based discrimination, and did not address sex-based discrimination. Instead, EO 14398 specifically defined "racially discriminatory DEI activities" as "disparate treatment based on race or ethnicity in the recruitment, employment (e.g., hiring, promotions), contracting (e.g., vendor agreements), program participation, or allocation or deployment of an entity's resources." The FAR Council has incorporated this definition into its new guidance, as outlined below. The EO similarly provided a more granular definition of "program participation" in this context, defining it as "membership or participation in, or access or admission to: training, mentoring, or leadership development programs; educational opportunities; clubs; associations; or similar opportunities that are sponsored or established by the contractor or subcontractor."
Implementation Guidance and Timeline
The FAR Council guidance is structured around coordinated class deviations to four FAR Parts, each of which plays a distinct role in implementing the EO. Most importantly, the guidance establishes model deviation text for a new clause at FAR 52.222-90 to be inserted into new solicitations and resulting contracts valued over the micro-purchase threshold (i.e., generally $15,000), including contracts for commercial products and commercial services, beginning April 24, 2026. The clause also flows down to subcontracts at any tier, including commercial subcontracts, for covered US performance.
The $15,000 micro-purchase threshold that triggers FAR 52.222-90 is notably lower than the jurisdictional thresholds for other contractor nondiscrimination obligations enforced by the Office of Federal Contract Compliance Programs (OFCCP), such as the Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA) and Section 503 of the Rehabilitation Act (Section 503), which cover protected veterans and individuals with disabilities, respectively. For example, as of October 1, 2025, VEVRAA's affirmative action requirements apply to contracts of $200,000 or more, and Section 503's affirmative action requirements apply to contracts of $50,000 or more. Thus, FAR 52.222-90 likely covers a broader range of contracts than the other major nondiscrimination regulations with which contractors may be required to comply.
Agencies are further directed to insert FAR 52.222-90 into all existing contracts, and are expected to "make every effort to bilaterally modify existing contracts by July 24, 2026." The guidance further specifies that, if a contractor refuses to agree to a bilateral modification, "the contracting officer should consider whether, absent the modification, the contract no longer meets the agency's needs and should therefore be terminated for convenience." The guidance provides an exception for contracts with a final expiration date before December 31, 2026, allowing contract modification for those contracts at the discretion of their respective contracting officers.
Separately, the FAR Council guidance includes model deviation text for FAR Part 9 to expressly include "failure to comply with the requirements of the clause at 52.222-90" as a cause for suspension and debarment. While the existence of a cause alone does not mandate suspension or debarment in every case, the deviation significantly heightens enforcement exposure and underscores FAR 52.222-90 as a key responsibility-related requirement for contractors.
The guidance further includes model deviation text to add to FAR Part 12 to clarify that FAR 52.222-90 applies to commercial contracts. It also adds new language to FAR Part 22 that directs contracting officers to include FAR 52.222-90 in covered solicitations and contracts. Agencies are directed to update their respective "Revolutionary FAR Overhaul" class deviations for FAR Parts 9, 12, 22, and 52 by April 27, 2026.
The New Contract Clause: FAR 52.222-90
Under FAR 52.222-90, contractors are required to agree that they will not engage in any "racially discriminatory DEI activities." The clause incorporates the definitions of "racially discriminatory DEI activities" and "program participation" from EO 14398, as described above, and further requires contractors to:
* Furnish all information and reports, including providing access to books, records, and accounts, as required by the Contracting Officer, for purposes of ascertaining compliance with the clause
* Flow down FAR 52.222-90 to covered subcontracts and commercial subcontracts
* Oversee subcontractor compliance and "report any subcontractor's known or reasonably knowable conduct that may violate" the clause to the contracting officer, and take any appropriate remedial actions directed by the Contracting Officer
The FAR Council does not provide any additional insight into the scope of the new requirements, including the novel subcontractor reporting and notice obligations set forth by the clause. However, the clause does provide that, in the event of contractor noncompliance, the contract "may be canceled, terminated, or suspended in whole or in part, and the Contractor or subcontractor may be declared ineligible for further Government contracts." Further, and importantly, FAR 52.222-90 requires contractors to "recognize[ ] that compliance with the requirements of this clause are material to the Government's payment decisions for purposes of 31 U.S.C. 3729(b)(4)," raising enforcement risks associated with the False Claims Act (FCA).
The FAR Council has also submitted an Office of Management and Budget (OMB) Justification seeking approval under the Paperwork Reduction Act for the new information collection obligations associated with FAR 52.222-90 regarding the "furnish[ing of] all information and reports" for purposes of ascertaining compliance with the clause. The OMB Justification estimates that more than 6,000 contractors annually will be newly required to submit data under the clause, signaling that agencies expect active, document-supported compliance with the new requirements.
Ongoing Legal Challenge to EO 14398
On April 21, 2026, a coalition of higher education organizations, faculty groups, DEI professionals, and contractor associations filed suit in the US District Court for the District of Maryland seeking to block the enforcement of the EO. The complaint alleges that EO 14398 and its implementing mechanisms violate the First Amendment's free speech and association protections, are unconstitutionally vague, and exceed the president's authority under the Federal Property and Administrative Services Act. Specifically, the plaintiffs argue that the order impermissibly conflates unlawful discrimination with lawful DEI-related expression and programming, chilling protected conduct and academic freedom.
While the litigation may ultimately affect the scope or enforceability of EO 14398 and FAR 52.222-90, no court has yet paused enforcement. As agencies proceed with implementation, compliance remains mandatory at this time. Accordingly, contractors should prepare for agencies to implement the new model deviation text referenced in the FAR Council guidance, while closely monitoring developments in the active litigation.
Practical Compliance Considerations
In light of the steep cost of noncompliance, particularly with respect to FCA liability, contractors should act promptly to assess and manage any risks arising from the approaching implementation of FAR 52.222-90 and FAR Council guidance. Specifically, contractors should ensure all employees responsible for contracting and procurement are aware that contracts containing the new clause or amendment requests from contracting agencies may begin to appear soon, and coordinate across legal, human resources, and compliance teams to address implicated organizational policies and practices as a whole.
Further, contractors should also take steps now to evaluate their recruiting, hiring, promotion, training, mentoring, and leadership programs to identify practices that could be construed as conditioning access or benefits on race or ethnicity; review employee resource groups, affinity groups, and targeted development initiatives; ensure all subcontractors are positioned to respond to any future contracting officer requests; and prepare internally to comply with the subcontractor monitoring and reporting obligations required by the clause.
Conclusion
As agencies begin implementing the guidance issued by the FAR Council, contractors should prepare for near-term contract modifications and expect increased scrutiny, expanded reporting obligations, and heightened FCA risks. Contracting officers may also seek written descriptions of DEI-related policies and decision-making frameworks, documentation regarding eligibility criteria for training and mentoring programs, internal audits addressing compliance with FAR 52.222-90, and other records reflecting subcontractor oversight. We will continue to monitor relevant litigation updates, OMB's review of the related information collections, and any transition from deviation-based implementation to permanent FAR rulemakings.
For More Information
For further information, you may contact the authors. Faegre Drinker's government contracts and labor and employment teams will also continue to monitor additional developments in the coming months.
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The material contained in this communication is informational, general in nature and does not constitute legal advice. The material contained in this communication should not be relied upon or used without consulting a lawyer to consider your specific circumstances. This communication was published on the date specified and may not include any changes in the topics, laws, rules or regulations covered. Receipt of this communication does not establish an attorney-client relationship. In some jurisdictions, this communication may be considered attorney advertising.
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Meet the Authors
Jessica C. Abrahams
Partner
Washington, D.C.
+1 202 230 5361
jessica.abrahams@faegredrinker.com
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John G. (Jack) Horan
Senior Counsel
Washington, D.C.
+1 202 230 5362
john.horan@faegredrinker.com
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Dana B. Pashkoff
Partner
Washington, D.C.
+1 202 230 5364
dana.pashkoff@faegredrinker.com
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Lindsey M. Hogan
Partner
Chicago
+1 312 212 6589
lindsey.hogan@faegredrinker.com
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Michelle Y. Francois
Associate
Washington, D.C.
+1 202 230 5394
michelle.francois@faegredrinker.com
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Zoey A.Y. Twyford
Associate
Minneapolis
+1 612 766 7185
zoey.twyford@faegredrinker.com
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Asher Friedman Young
Associate
Washington, D.C.
+1 202 230 5309
asher.young@faegredrinker.com
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Original text here: https://www.faegredrinker.com/en/insights/publications/2026/4/far-council-issues-model-deviation-far-clause-and-guidance-to-implement-dei-discrimination-executive-order
[Category: BizLaw/Legal]
Dolby Elevates In-Car Entertainment to New Heights at Auto China
SAN FRANCISCO, California, April 25 -- Dolby Laboratories Inc. issued the following news release on April 24, 2026:* * *
Dolby Elevates In-Car Entertainment to New Heights at Auto China 2026
More Automakers, More Models: Dolby-enabled Vehicles Drive the Next Generation of In-Car Entertainment
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Beijing - Dolby Laboratories (NYSE: DLB), a leader in immersive entertainment, today announced continued expansion in automotive at the 2026 Beijing International Automotive Exhibition (Auto China 2026), as leading global automakers adopt Dolby innovations to transform the car into a premium, immersive ... Show Full Article SAN FRANCISCO, California, April 25 -- Dolby Laboratories Inc. issued the following news release on April 24, 2026: * * * Dolby Elevates In-Car Entertainment to New Heights at Auto China 2026 More Automakers, More Models: Dolby-enabled Vehicles Drive the Next Generation of In-Car Entertainment * Beijing - Dolby Laboratories (NYSE: DLB), a leader in immersive entertainment, today announced continued expansion in automotive at the 2026 Beijing International Automotive Exhibition (Auto China 2026), as leading global automakers adopt Dolby innovations to transform the car into a premium, immersiveentertainment environment.
At Auto China 2026, a diverse wave of automakers - from emerging EV makers to international giants, from established partners to first-time adopters - unveiled new models with Dolby experiences, including several milestone debuts marking their first-ever Dolby-enabled vehicles. With this latest progress, Dolby experiences are available in over 40 global automotive brands and spanning more than 150 car models.
"We are seeing a clear shift as cars evolve from transportation tools into 'the second living room' - a personal space with premium audio and visual experiences," Javier Foncillas, Vice President, Commercial Partnerships and Global Sales, Dolby Laboratories. "At Auto China 2026, we see this transformation taking center stage and Dolby is at the forefront through collaborations with automakers, their suppliers and the content ecosystem around the globe."
Dolby Adoption in Automotive Increases
Auto China 2026 sees the debut of Dolby's collaboration with some of the leading global automotive brands and the introduction of their first-ever Dolby-enabled vehicles.
BMW and Dolby announced the debut of Dolby Atmos in the new BMW 7 Series and the new BMW iX3 Long Wheelbase, bringing immersive audio into the vehicle cabin and marking the start of its rollout across BMW's vehicle portfolio.
Lexus unveiled Lexus new ES, its first model to feature Dolby Atmos, bringing immersive audio into the vehicle cabin.
In addition, many major automakers continued to announce and demonstrate new models that feature Dolby Vision and Dolby Atmos combined experience or Dolby Atmos experience around Auto China 2026.
Li Auto demonstrated the Dolby Vision and Dolby Atmos experience in its L Series, i Series and MEGA.
NIO demonstrated the NIO ES9 with Dolby Vision and Dolby Atmos. NIO ES9 is also the world's first vehicle to feature Dynamic Video Enhancement, powered by Dolby.
ONVO demonstrated car models that support Dolby Atmos, and became the world's first auto brand to introduce the Dolby Experience app into its car cabins for demonstrations.
Hongqi unveiled Hongqi all-new H7 to feature Dolby Atmos.
Dongfeng Nissan demonstrated Dolby Atmos in its NX8.
Beijing Hyundai announced the IONIQ V to support Dolby Atmos.
Cadillac brought the Dolby Atmos experience to its new model VISTIQ and LYRIQ-V.
ZEEKR demonstrated the ZEEKR 8X with Dolby Atmos.
Golden Logo Volkswagen demonstrated its ID. UNYX 08 with Dolby Atmos.
Great Wall Motors demonstrated the TANK 700 with Dolby Atmos.
Volvo demonstrated EX90 Large Fully Electric Luxury SUV and ES90 Large Fully Electric Sedan with Dolby Atmos.
Porsche announced the 911 GT3 Sonderwunsch-25 Years of Porsche in China featuring Dolby Atmos, and demonstrated Panamera Pure Edition with Dolby Atmos.
Dolby Advances In-Car Entertainment
Dolby is redefining premium in-car experiences by unlocking the full potential of audio and visual innovations. At Auto China 2026, Dolby is collaborating with automakers to demonstrate key innovations that are set to elevate in-car entertainment to the next level.
"Double Dolby": Through the powerful combination of Dolby Vision and Dolby Atmos - "Double Dolby" - car cabins are transformed into a completely immersive entertainment hub, where consumers can connect, relax, and enjoy their favorite entertainment with the full capabilities of the vehicles' sound systems and visual displays. Leading EV brands in China, including Li Auto, NIO, and ZEEKR have launched car models with the Dolby Vision and Dolby Atmos combined experience to bring "Double Dolby" to life.
Dolby Atmos via Apple CarPlay: Dolby Atmos via CarPlay is now live in vehicles from Xiaomi, Lotus, BMW, and Hyundai, bringing spatial audio seamlessly into the driver's ecosystem. This allows drivers and passengers to stream Dolby Atmos music directly from supported services, bringing spatial audio effortlessly on the go.
Dynamic Video Enhancement, powered by Dolby: Dynamic Video Enhancement, a new Dolby feature debuting on NIO ES9, upgrades SDR video content in real time, enhancing dynamic range and clarity across every in-car screen, ensuring every viewing moment feels more vibrant and engaging.
Expanding Content Experiences in the Car
Consumers' demand for premium in-car entertainment has never been stronger. According to a consumer study conducted by Counterpoint in April 2026 through in-depth interviews and online survey among 1,200 car owners in China, 3 in 4 car owners surveyed believe that vehicles featuring advanced in-car entertainment innovations are perceived as premium and symbolize an aspirational lifestyle. 8 in 10 consumers planning to purchase a new car within the next six months say they are willing to spend extra for vehicles offering the combined Dolby Vision and Dolby Atmos experience, viewing it as a meaningful lifestyle upgrade. Music, movies, and podcasts/audiobooks rank as the top three entertainment activities car owners find most engaging. The importance of shorts and user generated content has increased by 7% to 42% since 2025 and has moved to the second spot in terms of frequency of daily use, ahead of gaming, movies and TV shows.
At Auto China 2026, Dolby collaborated with its partners to showcase the "All Entertainment" ecosystem that consumers in China can enjoy in cars in Dolby - spanning music on QQ Music, NetEase Cloud Music, Kugou Music, and more; audiobook on Ximalaya; movies and episodic content on iQIYI and Tencent Video; and even UGC on bilibili.
From music and movies to audiobooks, UGC and games, and from the driver's seat to the back row, Dolby's audiovisual innovations ensure every moment is a premium immersive experience. At Auto China 2026, that future isn't just on display--it's hitting the highway. The future of in-car entertainment is here, and it's getting louder, brighter, and more immersive.
As adoption increases, Dolby continues to define what's possible in the car--bringing the immersive, connected, and premium entertainment experiences to more drivers and passengers worldwide.
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About Dolby
Dolby Laboratories (NYSE: DLB) is a world leader in immersive entertainment. From movies and TV, to music, sports, gaming, and beyond, Dolby transforms the science of sight and sound into spectacular experiences for billions of people worldwide across all their favorite devices. We partner with artists, storytellers, and the brands you love to transform entertainment and digital experiences through groundbreaking innovations like Dolby Atmos, Dolby Vision, Dolby Cinema, and Dolby OptiView.
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Original text: https://news.dolby.com/en-WW/264791-dolby-elevates-in-car-entertainment-to-new-heights-at-auto-china-2026/
[Category: BizEntertainment Industry]