Employment law & regulation
Employment law · U.S. Federal
Analysis of Federal Register Notice on Privacy Act Impeded by Inaccessible Source Document
A notice regarding the Privacy Act of 1974 was published in the Federal Register on September 3, 2026. However, the provided authoritative source document was inaccessible due to a website security block. As a result, the specific contents, purpose, and potential impact of the notice on employers or other entities cannot be determined at this time.
Read the full SafestHires analysisEmployment law · Federal (U.S.)
Source Material for Federal Employee Disciplinary Rule Inaccessible
A notice titled 'Determining the Appropriate Penalty for Federal Employees Charged With Misconduct' was published in the Federal Register on September 3, 2026. However, the content of the notice was inaccessible due to a technical block on the source website. As a result, SafestHires cannot verify or report on the substance of this development.
Read the full SafestHires analysisEmployment law · U.S.
Analysis Pending: Source Document for Federal Notice on School Nondiscrimination Inaccessible
A federal notice titled 'Racial Nondiscrimination in Private Schools' with a publication date of September 4, 2026, could not be analyzed. The authoritative source material provided was an automated access-denial message from the Federal Register website, not the text of the notice itself. Consequently, the substance of the development and its potential impact on employers are unknown.
Read the full SafestHires analysisEmployment law · Federal
FTC Retires Health App Data Breach Policy, but Underlying Rule Remains in Force
The Federal Trade Commission (FTC) has withdrawn its 2021 policy statement regarding data breach notifications for health apps and connected devices. This action was taken because a 2024 update to the Health Breach Notification Rule made the policy statement redundant. Employers offering wellness programs using such technology should understand that the underlying notification obligations remain in effect, as they are now formally part of the rule itself.
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Federal agency developments
EEOC & discrimination · Federal
St. Louis Sheriff's Office Enters 5-Year EEOC Agreement Over Alleged Race and Age Bias in Terminations
The U.S. Equal Employment Opportunity Commission (EEOC) and the St. Louis Sheriff's Office have entered into a five-year conciliation agreement to resolve 13 charges of discrimination. The agreement follows an EEOC investigation that found reasonable cause to believe a former sheriff terminated employees based on their race and age in early 2025. While the Sheriff's Office denies the allegations, it must implement new policies, conduct training, and report to the EEOC. The agreement does not prevent the affected former employees from pursuing private litigation.
Read the full SafestHires analysisEEOC & discrimination · Federal
Ag-Tech Firm to Pay $65,000, Implement Training to Settle EEOC Age and Sex Bias Findings
Lely North America, Inc., an agricultural technology company, has entered into a conciliation agreement with the U.S. Equal Employment Opportunity Commission (EEOC) to resolve findings of discrimination. The company will pay $65,000 in back pay, compensatory damages, and attorney's fees to a former employee. The EEOC's investigation concluded the company denied the employee a wage increase based on sex and subjected the employee to age-based harassment that resulted in constructive discharge. In addition to the monetary payment, the company must provide anti-discrimination training to all its North American employees.
Read the full SafestHires analysisEEOC & discrimination · Federal
EEOC Sues San Francisco to Compel Release of DEI Training Records in Discrimination Probe
The U.S. Equal Employment Opportunity Commission (EEOC) has filed a lawsuit in federal court to force the City and County of San Francisco to comply with an administrative subpoena. The subpoena seeks information about the city's mandatory DEI trainings, which are the subject of a former employee's race and sex discrimination charge. This action highlights the EEOC's authority to investigate employer practices, including DEI programs, and its willingness to use the courts to obtain evidence when an employer does not cooperate.
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Important: SafestHires strives to provide timely, well-sourced information based on authoritative materials available at the time of publication. This content is provided for general informational purposes and is not legal advice. Because legal requirements can change and vary by jurisdiction, employers should consult qualified counsel regarding their specific obligations.