OutSolve - HR Compliance

Worksite enforcement is ramping up, and employers need to be ready. 🚨 In our recent webinar on I-9 and E-Verify compliance, one thing became clear: the stakes are getting higher. With increased ICE activity and stricter enforcement, HR teams can expect more scrutiny, higher penalties for Form I-9 errors, and greater pressure to ensure documentation is accurate and complete. Understanding how audits and raids work, and what preparation looks like for each, is becoming essential. At the same time, taking proactive steps like conducting self-audits and strengthening your processes can go a long way in reducing risk. We’ve pulled together the key takeaways from the webinar in this blog, and you can also watch the full webinar recording on demand for a deeper dive. 👉 Read the recap and watch the recording: https://lnkd.in/e3v6Ncpm #HRCompliance #I9 #EVerify #HR #Compliance #EmploymentVerification

Federal contractors, this is a big one. A new Executive Order (14398) is putting DEI programs under closer scrutiny, specifically around race and ethnicity-based disparate treatment. With a new contract clause and enforcement tied to the False Claims Act, the stakes are high for compliance and now subcontractors are part of the equation, too. This is still developing, but now’s the time to take a closer look at your policies and programs. Full breakdown below! You can also watch the webinar recording on this topic for deeper insights here: https://lnkd.in/eDXuV2cU #HRCompliance #FederalContractors #DEI #EmploymentLaw #EO14398

Keeping up with labor law posters sounds simple… until it’s not. With federal, state, and even local requirements, poster compliance can quietly become one of those time-consuming HR tasks that’s easy to overlook but risky to ignore. From mid-year wage updates to new leave laws and remote workforce requirements, staying compliant often means: 🔄 Constantly checking for updates 📍 Managing different rules across locations 💻 Figuring out how to support remote employees ...and if something slips? That “small” detail can turn into fines, audits, or employee complaints. More HR teams are starting to rethink the manual approach and asking what if compliance could just… run in the background? Automatic labor law poster services help teams stay current without constant monitoring and a reduced administrative workload and offers support for multi-state and remote teams more easily and a lower compliance risk. It’s a simple shift, but one that can free up a surprising amount of time and mental energy. If poster compliance has ever felt like a guessing game, this one’s worth a read: https://lnkd.in/eCJ2TwJj #HRCompliance #HRStrategy #LaborLawPosters #LaborLawCenter

Big conversations are happening around DEI and they’re only getting more complex. We’re excited to share that our Founder & CEO, Jeremy Mancheski, will be presenting at DEAMcon alongside Josh Roffman and Alissa Horvitz for a powerful general session: A Year Into Executive Order 14173: Lessons Learned from Self-Audits of Employer DEI Programs 🕒 Wednesday, April 15 at 3:30–4:30 PM 📍 General Session on Main Stage From enforcement trends to real audit insights, this session will break down what employers are actually seeing and how to move forward with confidence. If you’re attending DEAMcon in Indianapolis, this is one you can't miss. #DEAMcon #HRCompliance #HR #EO14173 #EO14398 DirectEmployers Association

⏰ Wednesday, April 15 at 2pm eastern... Executive Order 14398 is raising important questions for federal contractors, especially when it comes to compliance expectations and what changes may be on the horizon. In this live session, Vickie LeNormand and Momolu Cooper will walk through what the order covers, who it impacts, and what it could mean for HR teams and federal contractors moving forward. We’ll also touch on what to watch as guidance evolves and share practical steps you can take now to stay ahead and minimize risk. If compliance is part of your role, this is a session you need to see. 👉 Save your spot: https://lnkd.in/eDXuV2cU #EO14398 #LiveWebinar #HRStrategy #HRCompliance

A $17M wake-up call for federal contractors. IBM has agreed to pay $17,077,043 in what marks the first False Claims Act violation tied to DEI practices under the Civil Rights Fraud Initiative, and it won’t be the last. So, what crossed the line? ➡️ Tying bonuses to demographic targets ➡️ Using “diverse interview slates” tied to race/sex ➡️ Limiting access to mentorship and training programs With new requirements under Executive Order 14398, the stakes are even higher. Contractors must comply with anti-discrimination laws, prime contractors are responsible for the compliance of their subcontractors, and the government can request proof of compliance at any time. The takeaway is simple: even well-intended programs can create risk if they influence employment decisions based on demographics. Now is the time to review hiring, promotion, and compensation practices, ensure programs are open to all qualified employees, and support every decision with clear data and documentation. This case sets the tone for what enforcement will look like moving forward and underscores why proactive compliance is essential. 🔗 Read the full breakdown + what it means for employers: https://lnkd.in/egjKXSBS #HRStrategy #HRCompliance #FalseClaimsAct #DEI

This is the first settlement under the Department of Justice's Civil Rights Fraud Initiative. This initiative was established to effectuate Section 4 of Executive Order 14173 ("Ending Illegal Discrimination and Restoring Merit-Based Opportunity"). This settlement is very odd and, from my perspective, very surprising. Why? The two-clause contract term for EO 14173 hasn't yet been promulgated. It shouldn't be appearing in contracts. And indeed, this settlement doesn't reference EO 14173 or the contract clause from the EO. It instead references FAR Clause 52.222-26. That's the Equal Opportunity clause from rescinded Executive Order 11246 (federal contractor affirmative action for women and minorities)--rescinded by Executive Order 14173 itself. The General Services Administration issued a Class Deviation on February 15, 2025 striking that FAR clause: https://lnkd.in/eDkTkyBS. So, this settlement occurred under a FAR clause tied to an Executive Order that was rescinded on January 21, 2025 under an initiative implementing the very Executive Order that rescinded this requirement. Moreover, there has been a class deviation since February 15, 2025 removing the clause from federal contracts. In other words, the settlement is tied to an invalid and non-existent contract clause. I'll also note that Executive Order 11246 didn't have any language about compliance being material for purposes of the False Claims Act. And while the not yet implemented clause from EO 14173 does have such language, it hasn't yet been promulgated for use. My understanding is that it is a novel legal argument that these obligations are material under the FCA--equal opportunity does not go to the core of the company's federal contracts. That's precisely why EO 14173 inserted a clause whereby the contractor would have to agree that it was material under the FCA. The contract clause itself would serve as the connection to the FCA--again, legally questionable if this even can be done. Organizations tend to settle when there is a lot at stake for them. This occurs even if the legal basis for such settlement is highly questionable. I don't judge any organization that makes such a decision. The Administration is intentionally putting them in a difficult situation. Moreover, this is about headlines, not ensuring nondiscriminatory workplaces. By bullying organizations, the Administration gets the headlines that it wants, support for its narrative regarding DEI, and more organizations retreating from DEI initiatives, most of which are lawful. That's all to say that an organization can make a different choice and would be on significantly better legal footing than the DOJ if it did. Consult an attorney who sees this type of nuance before deciding how to proceed. You may choose to settle, but make sure you are fully aware of the legal context of the decision you are making. That certainly is an element of the difficult business decision. Link: https://lnkd.in/emcN2k37.

This is a busy time of year for HR, but one thing can’t wait: making sure your Form I-9 processes are solid. Even small mistakes, like missing signatures or document errors, can turn into big fines during an audit. Now’s the time to review your workflow, train your team, and centralize your I-9s. Whether in-house or with a partner like OutSolve, a structured process keeps your team confident and your company protected. 📖 Read more. #HRCompliance #I9Verification #HRStrategy 

If your HR compliance strategy feels a little… pieced together, you’re not alone—and it might be time to rethink the approach. In the latest episode of outRageous HR, Nick Kirkwood (CRO at OutSolve) joins Catherine Boudreaux to talk about why organizations are shifting from reactive compliance to a more proactive, strategic model: HR Compliance as a Service (HR CaaS). They dig into why traditional approaches are falling short, what a more holistic, 360° view of compliance looks like, and why this isn’t just another tool... it’s a consultant-led strategy designed to support your team year-round. They also touch on the gaps that still trip organizations up (yes, even posters and I-9s) and how to build something that can scale with you. The big takeaway? Compliance isn’t just about keeping up anymore, it’s about staying ahead. 🎧 Watch the full episode: https://hubs.ly/Q04bdX9H0 #OutRageousHR #HRCaaS #ComplianceAsAService #HRStrategy