Business function

Technology

HR and payroll systems, and the employee data they hold.

Government changes AmendSignal has published that are classified under technology. Coverage is limited, so a change missing here does not mean nothing changed.

2 records

  • Comments due

    Proposed rule · United States · EEOC · Proposed · Proposed, nothing required yet

    Equal Employment Opportunity Commission proposes overhaul of the federal employee discrimination complaint process

    What changed
    The Equal Employment Opportunity Commission (EEOC) proposes to overhaul how federal agencies handle equal employment opportunity (EEO) complaints from their own employees and applicants. It would end mandatory counseling before a complaint, end automatic hearings before an administrative judge and administrative class complaints, and add Cummings Act notice, reporting and tracking duties.
    Who's affected
    Federal agencies as employers, and their employees and applicants. The proposal says it would not directly regulate private employers or state, local or tribal governments.
    What to do
    Nothing is required yet. Federal agency EEO, HR and legal teams can comment by September 28, 2026, and can start mapping which procedures, notices and systems would change. Private employers have no action under this proposal.

  • Effective

    Final rule · United States · OFCCP · In effect · Action needed

    Office of Federal Contract Compliance Programs removes disability self-identification and 7 percent utilization requirements for federal contractors

    What changed
    The Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) issued a final rule ending the Section 503 requirement to invite applicants and employees to self-identify disability status (Form CC-305), the related data computations, and the 7 percent utilization goal and analyses. OFCCP says those requirements conflict with the Americans with Disabilities Act (ADA).
    Who's affected
    Federal contractors and subcontractors with contracts over $20,000. The largest effect is on those with 50 or more employees and a contract of $50,000 or more, which must keep an affirmative action program.
    What to do
    This rule creates no new duties. From September 21, 2026, it removes the self-identification and utilization requirements and no longer requires contractors to consider counts of individuals with disabilities when assessing outreach. The nondiscrimination, reasonable accommodation, outreach, documentation and audit duties that remain still apply.