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This comes after President Trump issued executive orders in January 2025 barring “illegal” DEI programs and promoting “colorblind equality” and merit-based opportunities.

; “If someone is engaging in harassment outside of work, whether that’s on a social media forum or at a bar across the street, it’s still going to be potentially subject to the business’ protections against harassment for employees,” Dill said.

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These include changes in: Legal marital status (marriage, divorce, legal separation, annulment, death of spouse);Number of dependents (birth, adoption, placement for adoption, death);Employment status for employee or dependents (termination or commencement of employment, strike or lockout; start or return from unpaid leave of absence; change in worksite; loss of plan eligibility due to reduced hours or job status change);Eligibility of spouse or dependent under another group health plan (coverage newly offered by a spouse or dependent’s employer);Dependent eligibility (attainment of age limitation for plan, newly eligible for plan);Employee residence (moved outside of available networks);Cost of coverage (significant amount only);Coverage (reduction) or improved options (significant changes only);Medicare or Medicaid eligibility (employee, spouse or dependent);Judgments, decrees or orders (qualified medical child support orders, etc.)

., embassies, European Union Migration and Home Affairs) as well as your global immigration law firm to determine if emergency residency and work status are available.

The drivers are also asking that Uber and Lyft be barred from “fixing prices for ride-share services” and “withholding fare and destination data from drivers when presenting them with rides” and be required to give drivers “transparent per-mile, per-minute or per-trip pay” rather than using “hidden algorithms” to determine compensation.

., three years) when the employee is barred from working for a competitor after leaving the employer.

Meanwhile, a California state senator recently introduced a bill that would bar employers from using AI systems to make hiring, promotion, discipline or termination decisions.

The law placed the bar at “neglect of duty or malfeasance in office, but for no other cause.”

Organizational compliance must reflect the stricter standard (which, as of publication, is the one at the state, county or city level — even with the raised federal bar).