As the summer winds down and employers prepare to finish the year strong, we’ve put together a couple of HR focused year-end reminders.
Keep your eye on AI!
It’s safe to say AI isn’t going anywhere. The use of AI provides many benefits to employers, including increased efficiency and productivity, cost savings, and faster innovation and enhanced creativity. However, the use of AI comes with responsibilities for employers. The EEOC has a helpful one-pager: What is the EEOC’s role in AI? One of the earliest and most talked-about employer cases regarding AI is EEOC v. iTutorGroup, Inc. In this case, an applicant claimed the company’s recruiting software was automatically rejecting applicants over the age of 40, effectively violating the Age Discrimination in Employment Act (ADEA). This case settled for $365,000 in 2023. The latest employment case related to AI is Mobly v. Workday, Inc., which is debriefed here.
Recruiting is one of the most common uses for AI in employment. Organizations need to be mindful of AI “hallucinations” (e.g., inaccurate and/or misleading information) and potential biases. Recent studies have even shown AI to potentially suggest women start lower than their male counterparts in terms of salary negotiations. The impact of this bias could further increase the gender pay gap.
Bottom Line: AI is an incredibly beneficial tool if used properly. The key is to make sure there is still a human component in your processes that includes checks and balances of the technology being utilized.
Immigration
Immigration laws haven’t changed; however, there is an increased emphasis on enforcement at the federal level. Make sure you are prepared to answer questions from employees and government agencies and are versed in how to respond in the case of an inspection or raid. Check out Linda Hunter’s blog Immigration Enforcement in the Workplace: What to Do Now & How to Stay Compliant for more information and details.
In addition, it’s important to stay up to date on the status of Temporary Protected Status (TPS) for affected employees. The USCIS site includes a wealth of information, including notes about pending litigation.
Lastly, check out Breni Malpass’s blog, Employers Must Monitor EAD Revocations with New E-Verify Tool, to ensure correct steps are taken when notified of status changes via E-Verify.
Bottom Line: With the increased focus on immigration nationwide, employers should review their policies and procedures when it comes to completing and retaining I-9s and E-Verify cases. Steps on how to conduct an I-9 audit can be found here. Catapult is also able to conduct audits for you. If you need assistance, contact an HR Advisor.
If you are looking for a new I-9/E-Verify solution, we’ve got you covered there, too. Catapult offers paperless Form I-9/E-Verify management, verification, compliance, and storage. Learn more here.
Compliance Updates for 2026
Now is a great time to update your employee handbook and/or procedure manual. Have any policies or practices changed since your last update and need to be reflected in a new document?
What about compliance? A lot of state laws have a July 1 effective date. Ensure your organization is aligned with any new labor laws or regulations that may have taken effect mid-year. You can check state law updates and draft updated handbooks and policies with our Zywave tools: Multi-State Law Comparison Tool and Handbook Builder.
If you need a Handbook or policy update from a federal, NC, SC or VA perspective, refer to our templates. Whether you’re building a handbook from scratch or refreshing an existing one, this template saves time and ensures compliance with best practices. It’s a great starting point for creating a resource that supports both leadership and employees.
Bottom Line: Your Catapult membership is your one-stop resource to help you navigate the complex employment regulatory environment through:
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1:1 consultations with an HR Advisor
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HR Trend & Compensation Data
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HR Toolkits and Apps
Plan for Q4
As your business heads into Q4, now is a great time to revisit annual individual, team, and company goals. Are you on track? Does anything need tweaking or updated communication plans? HR should prepare to support managers through performance review time with coaching on how to have and structure feedback conversations and their outcomes – whether that’s performance improvement plans or rewards and recognitions.
It’s also never too early to start planning for benefits season. What is your total rewards strategy for 2026? Do you need to make any changes? Take the time now to intentionally decide what is and isn’t working. Do you need to make any budget adjustments based on anticipated renewal increases?
Bottom Line: Planning for Q4 from an HR perspective is a great opportunity to align people strategies with business goals, wrap up the year strong, and set the stage for a successful new year. Catapult is here to assist you in developing, revisiting, or implementing your people-related goals and initiatives. For a deeper dive into the above topics, join us virtually for our annual Employment and Labor Law Update next week.