outsolve insights

This article is part of an ongoing legal series designed to provide insight and practical guidance on current and emerging workplace compliance issues. These insights shared by lawyers are based on their interpretation of existing regulations and proposed changes, and intended for informational purposes, not to be regarded as legal advice.  

This article is part of an ongoing legal series designed to provide insight and practical guidance on current and emerging workplace compliance issues. These insights shared by lawyers are based on their interpretation of existing regulations and proposed changes, and intended for informational purposes, not to be regarded as legal advice.  

Uses of artificial intelligence (AI) programming continue to grow, as AI platforms offer new ways to complete more tasks in less time. While the federal government has been encouraging almost unfettered development, many states, including Colorado, have passed regulations related to the use of AI technologies in the workplace. In 2026, Colorado passed a new AI law that requires employers to take affirmative steps whenever they use AI-based programming tools to make consequential decisions. Shortly after the law passed, Elon Musk’s company X.AI challenged the law in court, joined by the federal government.

This article is part of an ongoing legal series designed to provide insight and practical guidance on current and emerging workplace compliance issues. These insights shared by lawyers are based on their interpretation of existing regulations and proposed changes, and intended for informational purposes, not to be regarded as legal advice.  

This article is part of an ongoing legal series designed to provide insight and practical guidance on current and emerging workplace compliance issues. These insights shared by lawyers are based on their interpretation of existing regulations and proposed changes, and intended for informational purposes, not to be regarded as legal advice. 

This article is part of an ongoing legal series designed to provide insight and practical guidance on current and emerging workplace compliance issues. These insights shared by lawyers are based on their interpretation of existing regulations and proposed changes, and intended for informational purposes, not to be regarded as legal advice. 

This article is part of an ongoing legal series designed to provide insight and practical guidance on current and emerging workplace compliance issues. These insights shared by lawyers are based on their interpretation of existing regulations and proposed changes, and intended for informational purposes, not to be regarded as legal advice.

This article is part of an ongoing legal series designed to provide insight and practical guidance on current and emerging workplace compliance issues. These insights shared by lawyers are based on their interpretation of existing regulations and proposed changes, and intended for informational purposes, not to be regarded as legal advice.

This article is part of an ongoing legal series designed to provide insight and practical guidance on current and emerging workplace compliance issues. These insights shared by lawyers are based on their interpretation of existing regulations and proposed changes, and intended for informational purposes, not to be regarded as legal advice.

When Washington shuts down, government employees and contractors face multiple systemic issues and consequences. Federal offices sit empty, contracts get snared in limbo, and government contractors face half-finished projects and uncertainty about employee payrolls. Not surprisingly, shutdowns also stir up numerous questions: How long will furloughs last? Who pays for out-of-work employees? And most immediately, exactly who is affected by a government shutdown and how? 

This article is part of an ongoing legal series designed to provide insight and practical guidance on current and emerging workplace compliance issues. These insights shared by lawyers are based on their interpretation of existing regulations and proposed changes, and intended for informational purposes, not to be regarded as legal advice.

By law, employers must verify that every employee they hire is legally authorized to work in the U.S. But which laws are relied upon by the U.S. government to enforce that requirement? Many of the statutes it uses fall under the Immigration and Nationality Act. The Department of Justice (DOJ) may also enforce violations through anti-fraud laws in limited circumstances. Also, as of May 12, 2025, the DOJ has expanded its new Corporate Whistleblower Awards Pilot Program to include corporate immigration violations.

This article is part of an ongoing legal series designed to provide insight and practical guidance on current and emerging workplace compliance issues. These insights shared by lawyers are based on their interpretation of existing regulations and proposed changes, and intended for informational purposes, not to be regarded as legal advice.