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With President Trump back in the White House, this year has brought a barrage of executive orders and edicts that target workers. Trump reduced the minimum wage for federal contractors, made major cuts to the Occupational Safety and Health Administrationwhose express mission is to keep people safe in the workplaceand attempted to undermine collective bargaining rights for federal workers. He has also, of course, set his sights on dismantling diversity, equity, and inclusion (DEI) programs across both the federal workforce and corporate America. Still, theres a glimmer of hope for workers: Many states have taken it upon themselves to enshrine policies like paid leave and pay transparency, with some of them now turning their attention to how the misuse of artificial intelligence in hiring could harm workers. Here are some of the laws and policies that will take effect in 2026many of which continue to push forward on important issues for workers despite what the federal government has in store. Anti-DEI measures Trump has made anti-DEI policies a focal point of his time in office, kicking off this year with a number of executive orders that forced federal agencies to terminate all DEI-related policies and programs and stripped away a requirement for federal contractors that had been a crucial element of diversifying the workforce. That means, going into 2026, all federal DEI programs have been eliminatedbut there are a number of state-level bills that seek to curtail how DEI is utilized in hiring and across public education. In Ohio, for example, legislation that passed this year prohibits any consideration of DEI in hiring decisions at public colleges and universities. Similar laws in Kansas, Idaho, and Wyoming will curtail DEI programs for hiring across higher education. Meanwhile, the Equal Employment Opportunity Commissionthe agency tasked with enforcing antidiscrimination laws in employmenthas made clear that corporate DEI programs will be under greater scrutiny going into 2026. The use of AI in hiring As companies have embedded AI into their hiring process, many HR teams have started relying on automated résumé screeners and other AI tools. In 2026, three laws will take effect at the state level to create some guardrails around how AI is being used for employment decisions, following in the footsteps of New York City and California, which have already adopted AI in hiring laws. Colorado and Texas are introducing broader AI governance laws that also explicitly call for more oversight of how the technology is used in the hiring process to ensure it is not discriminatory. In Illinois, the law is an amendment of the states Human Rights Act and regulates how workers are impacted by the use of AI in all employment decisions. At the federal level, a bipartisan bill introduced in Congress last month wouldif passedforce employers to disclose when layoffs are caused by AI. Minimum wage The minimum wage continues to rise, year after year, as states have raised the wage floor in response to worker advocacy. As 2026 rolls around, 20 states will have enacted and started phasing in a $15 minimum wage, with hourly wages actually crossing $15 in a total of 11 states by the end of next year. Since 2012, a total of 15 states have adopted a $15 minimum wage, according to the National Employment Law Project, in no small part because of the Fight for $15 movement that originated among fast-food workers. By the end of 2026, many workers will see even greater pay increases as the minimum wage is boosted to $17 across 53 cities and localities. A handful of states have also approved changes to the subminimum wage, which typically pays tipped workers a lower hourly rate. (There have been several proposals at the federal level to eliminate the subminimum wage altogether, but nothing has successfully passed.) Paid leave While the efforts to pass federal paid family leave have more or less come to a standstill, a handful of states have kept pushing to secure those benefits for their workers. In Delaware, Maine, and Minnesota, a paid leave program will take effect in 2026, joining 10 other states that have already introduced the benefit. Meanwhile, states like Connecticut are making significant expansions to their paid sick leave program, now requiring companies with as few as 11 employees to provide leave. (By 2027, even employers with one worker will have to do the same.) In total, about 20 states now offer paid sick leave in some capacity, as these laws have picked up steam in recent years. A number of cities and localities also provide paid leave, even in states like Pennsylvania that dont have broader coverage. Pay transparency Pay transparency laws have grown in popularity over the last four years, in an effort to arm workers with more information as they go into salary negotiationsor before they apply for a job at all. These laws often require employers to disclose a salary range in all job postings, though some states have only mandated that employers verbally share salary information. This year, Massachusetts and New Jersey adopted laws that require pay ranges in job listings, bringing the total number of states with these laws on the books to 14. At the local level, some cities in Ohio have started requiring salary disclosures, as is also the case in Washington, D.C. Salary transparency laws also often prohibit employers from asking about a candidates salary history during the interview process and using that to determine their compensation.
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E-Commerce
Lorrie Faith Cranors latest effort to educate people about privacy is a short, colorfully illustrated book written for an audience who probably cant read it yet. Cranor, a professor at Carnegie Mellon University and director of the Pittsburgh schools CyLab Usable Privacy and Security Laboratory, wrote Privacy, Please! after publishing more than 200 research papers, spending a 20162017 stint as the Federal Trade Commissions chief technologist, and making a quilt and dress illustrated with commonly used weak passwords. In a Zoom video call, Cranor says she got the idea for this self-published childrens book when planning for a privacy-outreach event at a local library and getting input from the librarians there revealed an unmet need for one. I asked them for their recommendations, and they didn’t know of any children’s books about privacy, she recounts. And you know, there really isn’t much out there. Especially for a younger audience. The Eyemonger, a frequently recommended kids book by George Washington University Law School professor Daniel J. Solove published in 2020, is aimed at readers ages 6 to 9. Then I started thinking about, well, what would I want in a book for preschool kids about privacy? Cranor says. [Illustration: Courtesy of Lorrie Faith Cranor] The answer: 25 pages of her words and artwork by illustrator Alena Karabach, in which our nameless protagonist, often accompanied by a pet dog, turtle, and goldfish, explains basic concepts of privacy. Sometimes I want to be alone. I dont want anyone to see me, hear me, or come too close. This is called privacy. Sometimes I listen to music on my headphones so that only I can hear. When my best friend comes over we play in my clubhouse. Its our private space! Sometimes I want to create artwork without anyone watching. Privacy can help us have more fun! Superheroes need privacy to put on their costumes. My parents lock their phones so nobody can see their private things. When I play games online I use a funny name and picture so strangers dont know who I really am. Its nice to put my technology away and play outside where theres lots of privacy. Cranor took inspiration for this from an earlier public-outreach project: Privacy Illustrated, a workshop she started in 2014 to invite people of many ages to draw depictions of what they thought the concept looked like. That, for instance, is where the turtle came from, she recalls. I had never thought about turtles this way until I saw people drawing pictures of turtles and saying turtles carry their privacy with them. The goldfish, meanwhile, is a finned metaphor for having no privacy at all. I told the illustrator, make the goldfish look as sad as you possibly can, Cranor says. The first draft also included a dog giving himself some privacy by retreating into a doghouse. But the preschool teachers Cranor consulted pointed out that none of their city-kid students had doghouses and might not recognize a Peanuts reference anyway. Instead, the dog hides underneath a bed. At no point do we see this childs entire face, a choice Cranor made early on. I also wanted the main character to be a little ambiguous as to whether they’re a boy or a girl and what race they are, she saysthe idea being to give any child reading it a chance to see some part of themselves there. Theres also little technology on display, aside from one page that shows the main character sitting before an iMac G4 that would now be at least 21 years old and so must be some sort of hand-me-down. And any adult reader looking for explain-like-Im-5 advice about reading lengthy privacy policies wont find it in this slim volume. A lot of the more complicated lessons about online privacy just didn’t seem appropriate for this audience, Cranor says. But I didn’t want to not have digital privacy there at all, because, well, they’re already playing with their parents phones. Plus, it wont be too long before the members of the books preschool audience will need some grounding in the basics of tech privacy. You know, next year they will be online, and so I wanted to plant the seeds for that,” Cranor says. As for the parents, aunts and uncles, and other grownups reading the book aloud to children, Cranor says she hopes this work will encourage them to listen a little more. It’s okay to say you don’t want your picture taken, and this is a struggle for parents because parents love to take their kids’ pictures, she says. The books website includes a discussion guide for parents as well as a door-hanger exercise for kids that invites them to make a version of a hotels door tag (Privacy, Please! or Lets Play!) for their rooms from a cut-up cereal box. Cranor expects a large chunk of the sales of this $14.99 bookwhich she chose to self-publish after realizing that would take vastly less time than finding an agent to sell a traditional publisher on the ideawill involve other privacy professionals. They all want to buy it for the children in their lives,” she explains. But another potential target market comes to mind: founders of large tech companies with a demonstrated record of paying inadequate attention to privacy and missing peoples tastes in technologin particular founders with young children of their on. By which I mean, Mark Zuckerberg. Has Cranor sent him a copy of the book? I have not, she says. I mean, its probably worth trying.
Category:
E-Commerce
The holiday season always reminds me that there is such a thing as too much of a good thing. My kids start winter break thrillednew toys to play with, days at home, permission to veg out. But by the time the new year rolls around, theyre itching to go back to school, eager to show off their favorite holiday gifts and dive back into their routine. It got me thinking: why dont we, as adults, approach returning to work after a vacation with that same positive energy? More often than not, coming back from time off stirs up feelings of anxiety. For some, it reaches the point of canceling out any lingering benefits of the break. Others overcompensate by overworking upon their return. Just as kids head back to school after winter break with renewed energy and a few shiny new accessories, we can return to the office with a sense of anticipation instead of dreadand without burning out right away. It all comes down to planning ahead and making smart use of the AI tools in your toolbox. Here are some of the strategies that I use and share with employees at Jotform to help ease back into work after time away. Automate the admin so you can focus on what matters After spending the holidays with my family in the Turkish countryside, one of my favorite parts of returning to work is catching up with colleaguesswapping stories and photos from our OOO adventures. But I wouldnt have the time or energy to do that if I were buried under the tedious busywork of easing back into work mode. Thats why I use, and encourage our employees to use, AI to automate as many manual administrative tasks as possible. It starts with an audit of your typical back-to-work routine, ideally before you leave the office, so youre prepared ahead of time. Make a list of every task in a normal day and all your responsibilities. Youll likely spot several that can be partially or fully automated with AIlike scheduling status meetings with Motion or Clockwise; taking meeting notes (and sending follow-up emails) with Fireflies.ai or Otter.ai; and managing your inbox with Superhuman, Shortwave, or Microsoft Copilot. When you let AI handle the busywork, you create space for diving back into activities that you enjoy, like more meaningful creative work and reconnecting with your team. Use AI to zoom out and see the big picture Research shows that nearly half of American workers dont take all their paid vacation time. One of the main reasons is that they fear falling behind. That worry isnt entirely misplaced; stepping away from the daily grind does mean falling out of the loop for a bit. But its important to zoom out and keep your break in perspective. Rather than focusing on the week-to-week, imagine that time off in the broader context of your year. Viewed this way, your vacation isnt a setback, but rather, its an investment in your long-term productivity. Studies consistently show that professionals who take regular breaks enjoy better sleep, higher job satisfaction, greater engagement, and stronger performance. Compiling quarterly recaps is a great way to maintain that big-picture view and track progress toward annual goals. AI can do it for you. Tools like Notion AI, ClickUp Brain, or ChatGPT can take your company data and summarize project updates, highlight milestones, and visualize your progress, without you having to manually compile the reports. Seeing your progress and achievements laid out explicitly can help you keep OOO time in perspective and eliminate the stress of falling behind when you return. Reignite curiosity and your momentum One of the biggest challenges of getting back on track after time away is momentum. When youre in the rhythm of work, collaborating with colleagues, or tracking project progress, productivity and ideation feel almost self-propelling. But after some much-needed R&R, getting that momentum back can feel like pushing a boulder uphill. This is where AI can step in as a creative partner. Tools like ChatGPT can spark fresh ideas during brainstorming sessions, or analyze datalike marketing reports or customer feedbackto generate insights and actionable takeaways. By handling some of the initial heavy lifting, AI can help reignite the curiosity and creative energy that makes returning to work fun. Finally, this may sound obvious, but give yourself time to ease back into work mode. Schedule some downtime, especially during the first week. Stagger your meetings, and resist the urge to burn the midnight oil right away. This can help prevent reentry shockthat disorienting jolt from relaxation to chaos. With a little thoughtfulness and some helpful AI tools, leaders and their teams can painlessly get back into the swing of things.
Category:
E-Commerce
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