Maly Consulting LLC

Simplifying EEO compliance and data analytics for HR departments

[Maly Consulting LLC @MalyConsulting]

A lawsuit against Meta is raising questions about AI-assisted layoff decisions and employees on protected leave.

As AI becomes more common in HR, employers should understand the potential compliance risks.

https://t.co/Dkk7WWcrI6

[Maly Consulting LLC @MalyConsulting]

The EEOC has rescinded its longstanding Affirmative Action Guidelines, but Section 503 and VEVRAA affirmative action obligations remain in effect for covered federal contractors.

Learn what changed—and what didn't.

https://t.co/44gIoVoW35

[Maly Consulting LLC @MalyConsulting]

The EEOC's UGESP demographic data collection requirements have been extended through June 30, 2029.

A good reminder for covered employers to continue collecting and maintaining the required demographic records.

Learn more:
https://t.co/gLBSkLg6B6

[Maly Consulting LLC @MalyConsulting]

Former OFCCP leaders are urging federal contractors to maintain strong anti-discrimination practices despite recent regulatory changes.

Read more:
https://t.co/rhzttoR6S6

#OFCCP #FederalContractors #HRCompliance

[Maly Consulting LLC @MalyConsulting]

The EEOC has released its National Enforcement Plan for FY2025–2029, outlining the agency's enforcement priorities for the coming years.

Learn what employers should know: https://t.co/1OQR5L5voY

#EEOC #HRCompliance

[Maly Consulting LLC @MalyConsulting]

The DOJ recently issued an opinion on disparate impact under Title VII. While the opinion has generated significant discussion, it does not change existing law.

Learn what employers should know: https://t.co/2W9ehknWiH

#HRCompliance #EmploymentLaw

[Maly Consulting LLC @MalyConsulting]

Colorado will require certain employers to submit workforce demographic data to the state beginning in 2027—even if federal EEO-1 reporting changes.

Learn more: https://t.co/pXtSS0INMA

#EEO1 #HRCompliance

[Maly Consulting LLC @MalyConsulting]

Could relying on the same AI hiring tools across employers make bias worse?

A new Stanford study suggests they may amplify biased hiring outcomes, particularly affecting Black and Asian applicants.

Learn more: https://t.co/sPK2Jrb74c

#AI #HRCompliance

[Maly Consulting LLC @MalyConsulting]

Colorado has enacted a new AI law affecting employers that use automated decision-making tools in hiring, promotions, compensation, and more. The law takes effect Jan. 1, 2027.

Learn what employers need to know: https://t.co/jTYz7MqsDB

[Maly Consulting LLC @MalyConsulting]

The OFCCP has confirmed that federal contractors may continue using the current expired CC-305 Disability Self-Identification Form while OMB reviews its renewal.

Read more: https://t.co/or4oBycmyP

[Maly Consulting LLC @MalyConsulting]

Do you have employees in the EU?

The EU Pay Transparency Directive requires many employers to report pay data, disclose salary information, address unexplained gender pay gaps, and prepare for increased enforcement risk.

Link: https://t.co/yxhvHOKTYy
#GlobalHR #HRCompliance

[Maly Consulting LLC @MalyConsulting]

The DOL has officially restored the 2019 FLSA overtime exemption salary thresholds, formally rescinding the 2024 rule. Employers should remember that salary level is only one piece of the exemption analysis.

Read more: https://t.co/roIQ9QHtdj
#FLSA #Overtime #HRCompliance

[Maly Consulting LLC @MalyConsulting]

Maine and Virginia have enacted new pay transparency laws effective July 2026.

Read our summary of the new requirements and employer considerations: https://t.co/oo3WApMrwS

#PayTransparency #HRCompliance

[Maly Consulting LLC @MalyConsulting]

The EEOC has proposed eliminating EEO-1 reporting requirements, but employers should not stop collecting workforce demographic data. The proposal still faces several regulatory steps.

Read more: https://t.co/NiJkcaxTld

#EEO1 #EEOC #HRCompliance

[Maly Consulting LLC @MalyConsulting]

Leadership changes at the DOL and OFCCP come as the administration considers expanded oversight and potential increased audits of federal contractors.

Read more: https://t.co/rSxRU1jqEP

#DOL #OFCCP #FederalContractors

[Maly Consulting LLC @MalyConsulting]

The DOJ’s $17M settlement with IBM is one of the first major enforcement actions under the Civil Rights Fraud Initiative—signaling a shift in how DEI-related practices may be scrutinized under federal contracting rules and the False Claims Act.
Read more:
https://t.co/tq3F7jMDyC

[Maly Consulting LLC @MalyConsulting]

Federal contractors face new DEI-related contract requirements and enforcement risk under a recent Executive Order. Find out more: https://t.co/gidcOgo6Kx

[Maly Consulting LLC @MalyConsulting]

New EEOC guidance on telework as a reasonable accommodation for federal agencies:

Not automatic
Evaluated case-by-case
Can be reassessed as circumstances change

More:
🔗 https://t.co/ZBlqfgwuCp

[Maly Consulting LLC @MalyConsulting]

The Fourth Circuit removed a preliminary injunction that had paused enforcement of federal DEI executive orders, allowing them to move forward as litigation continues.

Read more:
https://t.co/rec6746B6K

#EEO #Compliance #HR

[Maly Consulting LLC @MalyConsulting]

The DOJ recently settled with a company after AI-generated postings restricted applicants to certain visa types, effectively excluding U.S. workers.

Key takeaway: employers remain responsible for reviewing AI-generated recruiting content.

https://t.co/TRTDoGdOPu