outsolve insights

In April 2025, a new Executive Order directed federal agencies to deprioritize enforcement actions based on disparate impact liability. This shift may reduce cases or pressure from the EEOC, but it doesn’t eliminate the legal or reputational risks your organization could face when policies result in unequal outcomes. 

One of your top priorities as an HR professional is maintaining compliance with various state and federal regulations. A key compliance regulation effecting all employers is making sure that any employee hired onto your payroll is legally eligible to work in the United States. This is where Form I-9, the employment eligibility verification form, comes into play.  

Imagine an ICE agent walks into your workplace and hands you a Notice of Inspection (NOI) for a Form I-9 audit. What do you do? 

OutSolve has invited John C. Fox, Esq. as a guest blogger providing legal insights on EEO and compliance issues. The views expressed in his posts are his and do not reflect the viewpoint of OutSolve or its employees.

OutSolve has invited John C. Fox, Esq. as a guest blogger providing legal insights on EEO and compliance issues. The views expressed in his posts are his and do not reflect the viewpoint of OutSolve or its employees.

OutSolve has invited John C. Fox, Esq. as a guest blogger providing legal insights on EEO and compliance issues. The views expressed in his posts are his and do not reflect the viewpoint of OutSolve or its employees.

Setting salaries can feel like a guessing game. If you pay employees too little, they leave for better offers. If you pay too much, you strain your budget and create pay compression. That’s where compensation benchmarking comes in. 

Ever wondered what would happen if everyone at your office suddenly knew each other’s salaries? Would your team leave feeling angry and defeated or would they be satisfied knowing they are paid their worth and in-line with other folks in the same role make?  

So much is changing in the world of HR Compliance. Laws that were once steadfast are being modified for the first time in years. Not only that, but states are creating their own laws that HR professionals must now follow. That, combined with federal regulations and requirements, can leave HR teams heads spinning. 

The California Pay Data Reporting portal is now open. Private employers with 100 or more payroll employees or 100 or more employees hired through labor contractors inside or outside of California can now submit their 2024 reports through May 14, 2025.