Employment Law

August 3, 2026

Congress Has Not Passed a Federal AI Law. Here Is the Patchwork Your Business Is Actually Living Under

If you have been waiting for Washington to hand down one clear rulebook for how your business can use AI, stop waiting. It is not coming this year, and it may not be coming next year either.

Congress has not passed a comprehensive federal AI law. There is no single statute you can read to know what is required of your business. What exists instead is a fast growing collection of state laws, agency guidance, and executive orders that do not agree with each other, do not cover the same ground, and in some cases are actively fighting over who gets to regulate you at all. That is not a future risk. That is the actual legal environment your business is operating in right now, today, whether you have looked into it or not.

Why Everyone Assumed Federal Law Was Coming

July 9, 2026

The Supreme Court Just Made Reverse Discrimination Claims Easier to File. What Illinois Employers Need to Know

by George Bellas

If your promotion process, your DEI initiative, or your last round of layoffs has ever been shaped around demographic targets, the ground under your feet just shifted. On June 5, 2025, the Supreme Court ruled unanimously in *Ames v. Ohio Department of Youth Services* that majority group employees do not have to clear a higher legal bar to sue for discrimination than anyone else. That sentence sounds technical. It is not. It is a direct warning to every Illinois employer who has treated “reverse discrimination” claims as the rare, hard to prove exception.

Here is what changed, why it matters more in Illinois than most employers realize, and what to do about it before a claim lands on your desk.

The Case In Plain English

September 14, 2023

Illinois now requires Long-Term Temps to be paid like Employees

by George Bellas

Long-Term Temps to be Paid Like Employees

Both Illinois employers that contract with temporary labor service agencies, and those agencies themselves that do business in the state, should review staffing contracts and ensure compliance with relevant policies and procedures under amendments to the Illinois Day and Temporary Labor Services Act signed by Governor J.B. Pritzker, which took effect immediately.

The amendments to HB 2862 hold that temporary workers assigned to a third-party client for more than 90 days are entitled to wages and benefits—or the cash equivalent of benefits—equivalent to the lowest-paid employee at that client who performs the “same or substantially similar” work. If no such person exists, temp workers must be paid the same as the lowest-paid employee with the closest seniority level to the temp.