{ "schema": "amendsignal.changes/1", "generated_on": "2026-11-02", "publisher": { "name": "AmendSignal", "url": "https://amendsignal.com/" }, "notice": "Coverage is limited, so a missing record does not mean nothing changed. General information, not legal advice. Check the official source. Please cite the record's url.", "changes": [ { "id": 6, "url": "https://amendsignal.com/changes/office-of-federal-contract-compliance-programs-ends-required-disability-self-identification/", "title": "Office of Federal Contract Compliance Programs removes disability self-identification and 7 percent utilization requirements for federal contractors", "change_type": "final_rule", "change_type_label": "Final rule", "status": "effective", "status_label": "In effect", "status_statement": "As of our last check on November 2, 2026, this is in effect, since September 21, 2026.", "significance": "Action needed", "jurisdiction": { "code": "US", "name": "United States" }, "authority": { "name": "Office of Federal Contract Compliance Programs", "short_name": "OFCCP" }, "identifiers": [ { "type": "fr_document_number", "label": "FR document", "value": "2026-17115" }, { "type": "fr_citation", "label": "Citation", "value": "91 FR 54482" }, { "type": "rin", "label": "RIN", "value": "1250-AA18" }, { "type": "docket_id", "label": "Docket", "value": "Docket No. OFCCP-2025-0003" }, { "type": "cfr_citation", "label": "CFR", "value": "41 CFR 60" } ], "dates": [ { "type": "publication", "label": "Published", "value": "2026-08-21", "precision": "day" }, { "type": "effective", "label": "Effective", "value": "2026-09-21", "precision": "day" }, { "type": "effective", "label": "Effective", "value": "2026-12-21", "precision": "day", "condition": "Only amendatory instruction 1, which removes and reserves the separate administrative hearing rules at title 41 of the Code of Federal Regulations, part 60-30." } ], "in_short": { "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).", "whos_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." }, "summary": "The Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) issued a final rule that removes the Section 503 of the Rehabilitation Act requirement for federal contractors to invite applicants and employees to self-identify disability status. It also removes the related data computations and the 7 percent utilization goal and analyses. Most changes take effect September 21, 2026, while the nondiscrimination, reasonable accommodation, outreach and recordkeeping duties stay in place and the coverage threshold is updated to contracts over $20,000.", "business_functions": { "state": "limited", "functions": [ { "slug": "human-resources", "name": "Human resources" }, { "slug": "legal-and-compliance", "name": "Legal and compliance" }, { "slug": "technology", "name": "Technology" } ] }, "added_on": "2026-11-01", "updated_on": "2026-11-02", "updates_in_progress": null, "last_checked": "2026-11-02", "record_url": "https://amendsignal.com/changes/office-of-federal-contract-compliance-programs-ends-required-disability-self-identification/record.json" }, { "id": 5, "url": "https://amendsignal.com/changes/office-of-federal-contract-compliance-programs-removes-executive-order-11246-affirmative-action/", "title": "Office of Federal Contract Compliance Programs removes Executive Order 11246 affirmative action and nondiscrimination rules for federal contractors", "change_type": "final_rule", "change_type_label": "Final rule", "status": "effective", "status_label": "In effect", "status_statement": "As of our last check on November 2, 2026, this is in effect, since October 26, 2026.", "significance": "No new requirements", "jurisdiction": { "code": "US", "name": "United States" }, "authority": { "name": "Office of Federal Contract Compliance Programs", "short_name": "OFCCP" }, "identifiers": [ { "type": "fr_document_number", "label": "FR document", "value": "2026-17114" }, { "type": "fr_citation", "label": "Citation", "value": "91 FR 54444" }, { "type": "rin", "label": "RIN", "value": "1250-AA17" }, { "type": "docket_id", "label": "Docket", "value": "Docket No. OFCCP-2025-0001" }, { "type": "cfr_citation", "label": "CFR", "value": "41 CFR 60" } ], "dates": [ { "type": "publication", "label": "Published", "value": "2026-08-21", "precision": "day" }, { "type": "effective", "label": "Effective", "value": "2026-10-26", "precision": "day" } ], "in_short": { "what_changed": "The Office of Federal Contract Compliance Programs (OFCCP), part of the Department of Labor, issued a final rule that removes the regulations carrying out Executive Order 11246, effective October 26, 2026. The President revoked that order on January 21, 2025, and the Department says it has not enforced these rules since.", "whos_affected": "Federal contractors and subcontractors, including federally assisted construction contractors, that were covered by Executive Order 11246. The Department estimates about 107,165 supply and service entities and 9,982 construction contractors, employing about 32 million workers.", "what_to_do": "Nothing new is required. Written affirmative action programs, placement and participation goals, and other Executive Order 11246 duties go away. Consider updating contractor compliance processes, while keeping in mind that Title VII of the Civil Rights Act of 1964 and state and local laws still apply, and that OFCCP keeps its hearing procedures for veterans and disability cases." }, "summary": "The Office of Federal Contract Compliance Programs, part of the Department of Labor, issued a final rule that removes the regulations carrying out Executive Order 11246. That 1965 order required covered federal contractors to avoid discrimination and to keep written affirmative action programs, and the President revoked it on January 21, 2025. The rule takes effect October 26, 2026, creates no new requirements for employers, and keeps the agency's hearing procedures for veterans and disability cases.", "business_functions": { "state": "limited", "functions": [ { "slug": "human-resources", "name": "Human resources" }, { "slug": "legal-and-compliance", "name": "Legal and compliance" } ] }, "added_on": "2026-11-01", "updated_on": "2026-11-02", "updates_in_progress": null, "last_checked": "2026-11-02", "record_url": "https://amendsignal.com/changes/office-of-federal-contract-compliance-programs-removes-executive-order-11246-affirmative-action/record.json" }, { "id": 9, "url": "https://amendsignal.com/changes/department-of-homeland-security-proposes-ending-deference-to-prior-approvals-when-reviewing-form/", "title": "Department of Homeland Security proposes ending deference to prior approvals when reviewing Form I-129 worker extension petitions", "change_type": "proposed_rule", "change_type_label": "Proposed rule", "status": "proposed", "status_label": "Proposed", "status_statement": "As of our last check on November 2, 2026, this is a proposal, not a requirement. Comments are due November 13, 2026.", "significance": "Proposed, nothing required yet", "jurisdiction": { "code": "US", "name": "United States" }, "authority": { "name": "Department of Homeland Security", "short_name": "DHS" }, "identifiers": [ { "type": "fr_document_number", "label": "FR document", "value": "2026-20941" }, { "type": "fr_citation", "label": "Citation", "value": "91 FR 65119" }, { "type": "rin", "label": "RIN", "value": "1615-AD26" }, { "type": "docket_id", "label": "Docket", "value": "CIS No. 2870-26" }, { "type": "docket_id", "label": "Docket", "value": "DHS Docket No. USCIS-2026-0529" }, { "type": "cfr_citation", "label": "CFR", "value": "8 CFR 214" } ], "dates": [ { "type": "publication", "label": "Published", "value": "2026-10-14", "precision": "day" }, { "type": "comment_close", "label": "Comments due", "value": "2026-11-13", "precision": "day" } ], "in_short": { "what_changed": "The Department of Homeland Security (DHS) proposes to remove the regulation that tells U.S. Citizenship and Immigration Services (USCIS) officers to defer to a prior approval when reviewing a Form I-129 petition to extend a foreign worker's employment or stay. Officers could still consider a prior approval, but would no longer start from deference to it.", "whos_affected": "Employers that file Form I-129 extension petitions for nonimmigrant workers (for example H-1B, L-1, O-1, E and TN workers), and those workers. DHS expects more requests for evidence and longer processing for some extensions.", "what_to_do": "This proposed rule creates no new duties for employers now. Employers that want to weigh in can comment through regulations.gov by November 13, 2026, and may want to plan for fuller, earlier extension filings in case the proposal becomes final." }, "summary": "The Department of Homeland Security (DHS) and U.S. Citizenship and Immigration Services (USCIS) propose to remove the regulation that tells officers to defer to an earlier approval when deciding a Form I-129 petition to extend a nonimmigrant worker's employment or stay with the same parties and facts. Officers would review each extension on its own record, and DHS expects more requests for evidence and longer processing for some filings. This is a proposal only and creates no requirement now; comments are due November 13, 2026.", "business_functions": { "state": "limited", "functions": [ { "slug": "human-resources", "name": "Human resources" }, { "slug": "legal-and-compliance", "name": "Legal and compliance" } ] }, "added_on": "2026-11-02", "updated_on": null, "updates_in_progress": null, "last_checked": "2026-11-02", "record_url": "https://amendsignal.com/changes/department-of-homeland-security-proposes-ending-deference-to-prior-approvals-when-reviewing-form/record.json" }, { "id": 7, "url": "https://amendsignal.com/changes/department-of-homeland-security-proposes-70-000-and-30-000-school-fees-for-optional-practical/", "title": "Department of Homeland Security proposes $70,000 and $30,000 school fees for Optional Practical Training of F-1 students", "change_type": "proposed_rule", "change_type_label": "Proposed rule", "status": "proposed", "status_label": "Proposed", "status_statement": "As of our last check on November 2, 2026, this is a proposal, not a requirement. Comments are due November 9, 2026.", "significance": "Proposed, nothing required yet", "jurisdiction": { "code": "US", "name": "United States" }, "authority": { "name": "Department of Homeland Security", "short_name": "DHS" }, "identifiers": [ { "type": "fr_document_number", "label": "FR document", "value": "2026-20660" }, { "type": "fr_citation", "label": "Citation", "value": "91 FR 64566" }, { "type": "rin", "label": "RIN", "value": "1653-AB01" }, { "type": "docket_id", "label": "Docket", "value": "DHS Docket No. ICEB-2026-0100" }, { "type": "cfr_citation", "label": "CFR", "value": "8 CFR 214" } ], "dates": [ { "type": "publication", "label": "Published", "value": "2026-10-08", "precision": "day" }, { "type": "comment_close", "label": "Comments due", "value": "2026-11-09", "precision": "day" } ], "in_short": { "what_changed": "The Department of Homeland Security (DHS) proposes that schools certified by its Student and Exchange Visitor Program (SEVP) pay $70,000 before recommending an F-1 student for Optional Practical Training (OPT) for the first time, and $30,000 for each later OPT recommendation. This is a proposal only.", "whos_affected": "The fees would fall on SEVP-certified schools, not employers, but DHS says schools may pass the cost to students or employers. Employers that hire F-1 students on OPT, including science, technology, engineering and mathematics (STEM) OPT extensions, could see fewer candidates or higher costs.", "what_to_do": "This proposed rule creates no duties for employers now. If you rely on OPT or STEM OPT workers, consider reviewing that reliance and commenting by November 9, 2026." }, "summary": "The Department of Homeland Security (DHS) proposes that schools certified by its Student and Exchange Visitor Program pay $70,000 before first recommending an F-1 student for Optional Practical Training (OPT), and $30,000 for each later OPT recommendation, including science, technology, engineering and mathematics (STEM) OPT extensions. This is a proposed rule and requires nothing yet. Employers that hire F-1 students on OPT could see fewer candidates or higher costs if schools pass the fees on, and comments are due November 9, 2026.", "business_functions": { "state": "limited", "functions": [ { "slug": "human-resources", "name": "Human resources" }, { "slug": "legal-and-compliance", "name": "Legal and compliance" }, { "slug": "finance", "name": "Finance" } ] }, "added_on": "2026-11-02", "updated_on": "2026-11-02", "updates_in_progress": null, "last_checked": "2026-11-02", "record_url": "https://amendsignal.com/changes/department-of-homeland-security-proposes-70-000-and-30-000-school-fees-for-optional-practical/record.json" }, { "id": 10, "url": "https://amendsignal.com/changes/wage-and-hour-division-withdraws-its-plan-to-remove-fair-labor-standards-act-interpretations/", "title": "Wage and Hour Division withdraws its proposal to remove Fair Labor Standards Act interpretive guidance from federal regulations", "change_type": "proposed_rule", "change_type_label": "Proposed rule", "status": "withdrawn", "status_label": "Withdrawn", "status_statement": "As of our last check on November 2, 2026, this has been withdrawn.", "significance": null, "jurisdiction": { "code": "US", "name": "United States" }, "authority": { "name": "Wage and Hour Division", "short_name": "WHD" }, "identifiers": [ { "type": "fr_document_number", "label": "FR document", "value": "2026-20523" }, { "type": "fr_citation", "label": "Citation", "value": "91 FR 64129" }, { "type": "rin", "label": "RIN", "value": "1235-AA52" }, { "type": "docket_id", "label": "Docket", "value": "Docket No. WHD-2025-0002" }, { "type": "cfr_citation", "label": "CFR", "value": "29 CFR 775" }, { "type": "cfr_citation", "label": "CFR", "value": "29 CFR 776" }, { "type": "cfr_citation", "label": "CFR", "value": "29 CFR 779" }, { "type": "cfr_citation", "label": "CFR", "value": "29 CFR 782" }, { "type": "cfr_citation", "label": "CFR", "value": "29 CFR 783" }, { "type": "cfr_citation", "label": "CFR", "value": "29 CFR 784" }, { "type": "cfr_citation", "label": "CFR", "value": "29 CFR 789" }, { "type": "cfr_citation", "label": "CFR", "value": "29 CFR 793" }, { "type": "cfr_citation", "label": "CFR", "value": "29 CFR 794" } ], "dates": [ { "type": "effective", "label": "Effective", "value": "2026-10-06", "precision": "day", "condition": "The date the withdrawal of the proposed rule takes effect." }, { "type": "publication", "label": "Published", "value": "2026-10-07", "precision": "day" } ], "in_short": { "what_changed": "The Department of Labor's Wage and Hour Division (WHD) withdrew, as of October 6, 2026, its 2025 proposal to take certain Fair Labor Standards Act (FLSA) interpretive guidance out of the Code of Federal Regulations (CFR). That rulemaking is now over.", "whos_affected": "Employers and advisers who use the WHD interpretive guidance on FLSA topics found in the CFR, or who were tracking the 2025 proposal. The guidance was not removed.", "what_to_do": "This withdrawal creates no new duties for employers. You may want to note that the proposal is closed and keep watching for any new WHD action on its interpretive guidance." }, "summary": "The Department of Labor's Wage and Hour Division (WHD) has withdrawn its July 2, 2025 proposal to remove interpretive guidance and policy statements on the Fair Labor Standards Act (FLSA) from the Code of Federal Regulations (CFR) and move it to guidance posted elsewhere. The withdrawal ends that rulemaking and creates no new duties for employers.", "business_functions": { "state": "limited", "functions": [ { "slug": "payroll", "name": "Payroll" }, { "slug": "legal-and-compliance", "name": "Legal and compliance" } ] }, "added_on": "2026-11-02", "updated_on": null, "updates_in_progress": null, "last_checked": "2026-11-02", "record_url": "https://amendsignal.com/changes/wage-and-hour-division-withdraws-its-plan-to-remove-fair-labor-standards-act-interpretations/record.json" }, { "id": 2, "url": "https://amendsignal.com/changes/office-of-federal-contract-compliance-programs-moves-veterans-enforcement-procedures/", "title": "Office of Federal Contract Compliance Programs updates veterans' affirmative action rules to remove Executive Order 11246 references and reflect the $200,000 contract threshold", "change_type": "final_rule", "change_type_label": "Final rule", "status": "effective", "status_label": "In effect", "status_statement": "As of our last check on November 2, 2026, this is in effect, since September 21, 2026.", "significance": "No new requirements", "jurisdiction": { "code": "US", "name": "United States" }, "authority": { "name": "Office of Federal Contract Compliance Programs", "short_name": "OFCCP" }, "identifiers": [ { "type": "fr_document_number", "label": "FR document", "value": "2026-17116" }, { "type": "fr_citation", "label": "Citation", "value": "91 FR 54234" }, { "type": "rin", "label": "RIN", "value": "1250-AA19" }, { "type": "docket_id", "label": "Docket", "value": "Docket No. OFCCP-2025-0002" }, { "type": "cfr_citation", "label": "CFR", "value": "41 CFR 60" } ], "dates": [ { "type": "publication", "label": "Published", "value": "2026-08-21", "precision": "day" }, { "type": "effective", "label": "Effective", "value": "2026-09-21", "precision": "day" } ], "in_short": { "what_changed": "The Office of Federal Contract Compliance Programs (OFCCP) finalized technical changes to its Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA) rules, effective September 21, 2026. The changes remove references to the revoked Executive Order 11246, move enforcement hearing procedures into the VEVRAA rules, and update the contract threshold from $150,000 to $200,000.", "whos_affected": "Federal contractors and subcontractors holding a contract of $200,000 or more. Those that also have 50 or more employees keep their affirmative action program (AAP) duties.", "what_to_do": "This rule creates no new duties for employers. Covered contractors may want to confirm which contracts meet the $200,000 threshold and update subcontract clauses, policies and record retention schedules that still use the old $150,000 figure or cite Executive Order 11246 procedures." }, "summary": "The Office of Federal Contract Compliance Programs (OFCCP) issued a final rule, effective September 21, 2026, that revises its regulations under the Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA). The rule removes references to the revoked Executive Order 11246, moves the enforcement hearing procedures directly into the veterans' rules, and updates the contract coverage threshold from $150,000 to $200,000 to match an inflation adjustment that took effect October 1, 2025. The agency says the rule creates no new obligations for federal contractors.", "business_functions": { "state": "limited", "functions": [ { "slug": "human-resources", "name": "Human resources" }, { "slug": "legal-and-compliance", "name": "Legal and compliance" } ] }, "added_on": "2026-11-01", "updated_on": "2026-11-02", "updates_in_progress": null, "last_checked": "2026-11-02", "record_url": "https://amendsignal.com/changes/office-of-federal-contract-compliance-programs-moves-veterans-enforcement-procedures/record.json" }, { "id": 8, "url": "https://amendsignal.com/changes/department-of-homeland-security-proposes-ending-the-up-to-60-day-grace-period-for-visa-workers-whose/", "title": "Department of Homeland Security proposes ending the up to 60-day grace period for visa workers whose job ends", "change_type": "proposed_rule", "change_type_label": "Proposed rule", "status": "proposed", "status_label": "Proposed", "status_statement": "As of our last check on November 2, 2026, this is a proposal, not a requirement. Comments are due November 10, 2026.", "significance": "Proposed, nothing required yet", "jurisdiction": { "code": "US", "name": "United States" }, "authority": { "name": "Department of Homeland Security", "short_name": "DHS" }, "identifiers": [ { "type": "fr_document_number", "label": "FR document", "value": "2026-18631" }, { "type": "fr_citation", "label": "Citation", "value": "91 FR 57807" }, { "type": "rin", "label": "RIN", "value": "1615-AD22" }, { "type": "docket_id", "label": "Docket", "value": "CIS No. 2858-26" }, { "type": "docket_id", "label": "Docket", "value": "DHS Docket No. USCIS-2026-0364" }, { "type": "cfr_citation", "label": "CFR", "value": "8 CFR 204" }, { "type": "cfr_citation", "label": "CFR", "value": "8 CFR 214" } ], "dates": [ { "type": "publication", "label": "Published", "value": "2026-09-11", "precision": "day" }, { "type": "comment_close", "label": "Comments due", "value": "2026-11-10", "precision": "day" } ], "in_short": { "what_changed": "The Department of Homeland Security (DHS) proposes to end the up to 60-day grace period that lets workers in the E-1, E-2, E-3, H-1B, H-1B1, L-1, O-1 and TN (Canadian and Mexican professional) classifications, and their dependents, keep their status after a job ends. It is a proposal, not a final rule.", "whos_affected": "Employers that sponsor or hire workers in these classifications, mostly H-1B employers, and especially employers that hire workers between jobs. Employers of dependent spouses who are authorized to work could also be affected.", "what_to_do": "This proposed rule creates no new duties for employers, and nothing changes unless DHS issues a final rule. Employers that rely on the grace period may want to comment by November 10, 2026, and plan for a possible final rule." }, "summary": "The Department of Homeland Security (DHS) proposes to remove the rule that lets workers in the E-1, E-2, E-3, H-1B, H-1B1, L-1, O-1 and TN (Canadian and Mexican professional) classifications, and their dependents, keep their status for up to 60 days after their job ends. If the proposal is finalized, these workers would be out of status the day after their job ends and would need to leave the United States unless otherwise authorized to stay. This is a proposal only, and comments are due November 10, 2026.", "business_functions": { "state": "limited", "functions": [ { "slug": "human-resources", "name": "Human resources" }, { "slug": "legal-and-compliance", "name": "Legal and compliance" } ] }, "added_on": "2026-11-02", "updated_on": null, "updates_in_progress": null, "last_checked": "2026-11-02", "record_url": "https://amendsignal.com/changes/department-of-homeland-security-proposes-ending-the-up-to-60-day-grace-period-for-visa-workers-whose/record.json" }, { "id": 4, "url": "https://amendsignal.com/changes/equal-employment-opportunity-commission-proposes-overhaul-of-the-federal-employee-discrimination/", "title": "Equal Employment Opportunity Commission proposes overhaul of the federal employee discrimination complaint process", "change_type": "proposed_rule", "change_type_label": "Proposed rule", "status": "proposed", "status_label": "Proposed", "status_statement": "As of our last check on November 2, 2026, this is a proposal, not a requirement. Comments closed September 28, 2026.", "significance": "Proposed, nothing required yet", "jurisdiction": { "code": "US", "name": "United States" }, "authority": { "name": "Equal Employment Opportunity Commission", "short_name": "EEOC" }, "identifiers": [ { "type": "fr_document_number", "label": "FR document", "value": "2026-17641" }, { "type": "fr_citation", "label": "Citation", "value": "91 FR 55690" }, { "type": "rin", "label": "RIN", "value": "3046-AB46" }, { "type": "cfr_citation", "label": "CFR", "value": "29 CFR 1614" } ], "dates": [ { "type": "publication", "label": "Published", "value": "2026-08-28", "precision": "day" }, { "type": "comment_close", "label": "Comments due", "value": "2026-09-28", "precision": "day" } ], "in_short": { "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.", "whos_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." }, "summary": "The Equal Employment Opportunity Commission (EEOC) proposed broad changes to the process federal agencies use for discrimination complaints from their own employees and job applicants. The proposal would end mandatory pre-complaint counseling, replace automatic administrative judge hearings with hearings only on referral during an appeal, end administrative class complaints, and add duties under the Elijah E. Cummings Federal Employee Antidiscrimination Act of 2020. It is only a proposal, comments are due September 28, 2026, and it would not directly regulate private employers.", "business_functions": { "state": "limited", "functions": [ { "slug": "human-resources", "name": "Human resources" }, { "slug": "legal-and-compliance", "name": "Legal and compliance" }, { "slug": "technology", "name": "Technology" } ] }, "added_on": "2026-11-01", "updated_on": null, "updates_in_progress": null, "last_checked": "2026-11-02", "record_url": "https://amendsignal.com/changes/equal-employment-opportunity-commission-proposes-overhaul-of-the-federal-employee-discrimination/record.json" }, { "id": 3, "url": "https://amendsignal.com/changes/labor-treasury-and-health-and-human-services-departments-correct-errors-in-the-federal-independent/", "title": "Employee Benefits Security Administration and partner agencies correct errors in the federal independent dispute resolution rule", "change_type": "final_rule", "change_type_label": "Final rule", "status": "effective", "status_label": "In effect", "status_statement": "As of our last check on November 2, 2026, this is in effect, since August 28, 2026.", "significance": "No new requirements", "jurisdiction": { "code": "US", "name": "United States" }, "authority": { "name": "Employee Benefits Security Administration", "short_name": "EBSA" }, "identifiers": [ { "type": "fr_document_number", "label": "FR document", "value": "2026-17622" }, { "type": "fr_citation", "label": "Citation", "value": "91 FR 55462" }, { "type": "rin", "label": "RIN", "value": "0938-AV15" }, { "type": "rin", "label": "RIN", "value": "1210-AC17" }, { "type": "rin", "label": "RIN", "value": "1545-BQ55" }, { "type": "docket_id", "label": "Docket", "value": "TD 10049" }, { "type": "docket_id", "label": "Docket", "value": "CMS-9897-F2" }, { "type": "cfr_citation", "label": "CFR", "value": "26 CFR 54" }, { "type": "cfr_citation", "label": "CFR", "value": "29 CFR 2590" }, { "type": "cfr_citation", "label": "CFR", "value": "45 CFR 149" } ], "dates": [ { "type": "applicability", "label": "Applies from", "value": "2026-08-03", "precision": "day", "condition": "The corrections made by this document." }, { "type": "publication", "label": "Published", "value": "2026-08-28", "precision": "day" }, { "type": "effective", "label": "Effective", "value": "2026-08-28", "precision": "day" } ], "in_short": { "what_changed": "Four federal agencies, including the Employee Benefits Security Administration at the Department of Labor, corrected typos and omissions in their June 4, 2026 final rule on the federal independent dispute resolution (IDR) process for out-of-network payment disputes. The agencies say the corrections make no substantive policy changes.", "whos_affected": "Employers that sponsor group health plans, especially self-insured plans, along with insurers, providers and facilities that take part in the federal IDR process.", "what_to_do": "This correction creates no new duties for employers. If your plan takes part in federal IDR disputes, consider making sure your insurer or third party administrator works from the corrected rule text, which applies beginning August 3, 2026." }, "summary": "The Departments of Labor, the Treasury and Health and Human Services, with the Office of Personnel Management, corrected typographical errors and omissions in their June 4, 2026 final rule on the federal independent dispute resolution (IDR) process for out-of-network payment disputes. The agencies say the corrections make no substantive changes to the policies in that rule. The corrections are effective August 28, 2026, and apply beginning August 3, 2026.", "business_functions": { "state": "limited", "functions": [ { "slug": "benefits", "name": "Benefits" }, { "slug": "legal-and-compliance", "name": "Legal and compliance" } ] }, "added_on": "2026-11-01", "updated_on": "2026-11-02", "updates_in_progress": null, "last_checked": "2026-11-02", "record_url": "https://amendsignal.com/changes/labor-treasury-and-health-and-human-services-departments-correct-errors-in-the-federal-independent/record.json" }, { "id": 1, "url": "https://amendsignal.com/changes/nlrb-restores-2020-joint-employer-rule/", "title": "National Labor Relations Board restores the 2020 joint employer rule after a court vacated the 2023 standard", "change_type": "final_rule", "change_type_label": "Final rule", "status": "effective", "status_label": "In effect", "status_statement": "As of our last check on November 2, 2026, this is in effect, since February 27, 2026.", "significance": "No new requirements", "jurisdiction": { "code": "US", "name": "United States" }, "authority": { "name": "National Labor Relations Board", "short_name": "NLRB" }, "identifiers": [ { "type": "fr_document_number", "label": "FR document", "value": "2026-03955" }, { "type": "fr_citation", "label": "Citation", "value": "91 FR 9707" }, { "type": "rin", "label": "RIN", "value": "3142-AA21" }, { "type": "cfr_citation", "label": "CFR", "value": "29 CFR 103.40" } ], "dates": [ { "type": "signed", "label": "Signed", "value": "2026-02-25", "precision": "day" }, { "type": "publication", "label": "Published", "value": "2026-02-27", "precision": "day" }, { "type": "effective", "label": "Effective", "value": "2026-02-27", "precision": "day" } ], "in_short": { "what_changed": "The National Labor Relations Board (NLRB) put its 2020 joint employer rule back into the regulations. The 2023 rule that replaced it was struck down by a court before it ever took effect, so the standard employers were actually subject to does not change.", "whos_affected": "Private employers whose work is done by another company's employees, through staffing agencies, contractors or franchising, and the companies that employ those workers.", "what_to_do": "Nothing is required. If you rely on another company's workers, it is worth reviewing where you set or control their wages, hours, hiring, discipline or supervision." }, "summary": "The National Labor Relations Board (NLRB) replaced the text of its 2023 joint employer rule, which a federal court vacated before it ever took effect, with the text of its 2020 rule. The 2020 standard had remained the operative rule throughout, so this action brings the Code of Federal Regulations (CFR) back in line with the law as it already applied.", "business_functions": { "state": "limited", "functions": [ { "slug": "labor-relations", "name": "Labor relations" }, { "slug": "legal-and-compliance", "name": "Legal and compliance" }, { "slug": "operations", "name": "Operations" } ] }, "added_on": "2026-10-31", "updated_on": "2026-11-01", "updates_in_progress": null, "last_checked": "2026-11-02", "record_url": "https://amendsignal.com/changes/nlrb-restores-2020-joint-employer-rule/record.json" } ] }