Complimentary Webinars

Effective September 21, 2026, the Department of Labor's (DOL) new Section 503 regulations remove the requirement that federal contractors invite applicants and employees to voluntarily self-identify as individuals with disabilities. DOL stopped short of prohibiting the practice, directing contractors instead to exercise their own legal and business judgment about whether disability inquiries comply with the Americans with Disabilities Act (ADA). Additionally, longstanding Equal Employment Opportunity Commission (EEOC) guidance still permits voluntary self-identification for affirmative action purposes.

As artificial intelligence (AI) becomes a cornerstone of modern talent acquisition, recruiters and HR professionals must navigate a rapidly shifting regulatory landscape. This session will provide a comprehensive overview of the latest state-level developments in AI employment law and their implications for candidate selection. We'll explore how AI tools—while promising greater efficiency and effectiveness—can also introduce risks of algorithmic bias and non-compliance. DCI experts will also walk through common use cases of AI in employment selections and highlight how to avoid dangerous pitfalls.

Pay transparency has gone from a two-state curiosity to a nationwide compliance challenge. More than a dozen states now require pay ranges in job postings, and a growing number of states like California and Illinois require employers to submit workforce compensation data directly to state regulators. Meanwhile, the agencies collecting pay data are becoming more analytically sophisticated about how they use it. Join DCI Consulting for a state-by-state tour of the pay transparency and pay reporting landscape across the US, and a practical look at what employers should be doing now.