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Washington Senate Bill 5874 Change Notification Washington Senate Bill 5874 updates and clarifies employer reporting requirements under the state’s unemployment insurance (UI) program. Employers are now explicitly required to maintain accurate employment records and report detailed information, including employee wages, hours worked, and job titles or standard occupational classifications. The law allows employers to correct reporting errors in a timely manner without penalty, which provides some flexibility for compliance. Additionally, the measure refines reporting obligations for certain entities such as contractors and federally recognized tribes and establishes default methods for calculating hours worked when employers fail to report them. It also revises penalty provisions by introducing a graduated structure for late, incomplete, or inaccurate reports, along with clearer standards for waivers and stronger enforcement authority in cases of misrepresentation or unpaid contributions. Effective Date June 2026 Washington SB 5874 Implication to Stakeholders This change increases the level of detail and accuracy expected in employer wage and hour reporting, which may require adjustments to payroll systems and internal processes. Employers face greater exposure to penalties if reports are late or inaccurate, particularly under the enhanced enforcement provisions. However, the ability to make timely corrections without penalty offers some protection for employers who identify and fix errors quickly. Overall, employers should expect closer scrutiny of their reporting practices and a greater administrative emphasis on compliance, especially for organizations with complex workforces or contractor relationships. Recommended Employer Action Employers should review and, if necessary, update their payroll and reporting systems to ensure they can capture and report all required data elements accurately, including hours worked and job classifications. Internal processes should be evaluated to confirm that reporting deadlines are consistently met and that there are controls in place to identify and correct errors promptly. Employers may also benefit from training HR and payroll personnel on the updated requirements and documenting procedures for handling corrections. For organizations that utilize contractors or have unique reporting structures, consulting with a UI specialist or advisor is recommended to ensure full compliance and minimize the risk of penalties.

Indiana Senate Bill 162 Change Notification This measure makes several changes to Indiana’s unemployment insurance law that may affect benefit eligibility, employer coverage, and claims processing: Vacation and sick pay excluded from deductible income Payments for accrued vacation or sick leave will no longer be treated as deductible income when determining unemployment benefits. As a result, individuals may be eligible to receive full unemployment benefits even if they receive these types of payments at separation. “Suitable work” definition limited to extended benefit claims The definition of suitable work has been narrowed to apply primarily to extended benefit claims. This change may impact how refusals of work are evaluated outside of extended benefit periods. Revised definition of employment for certain organizations The law removes the requirement that religious, charitable, and educational organizations must employ four or more individuals to be considered subject to unemployment insurance. This change may expand coverage to smaller organizations that were previously excluded. Limited direct deposit disbursements authorized The Department of Workforce Development is now permitted to issue certain unemployment benefit payments via direct deposit, allowing for more efficient distribution of benefits. Additional benefits for disaster unemployment assistance claims Individuals filing for Disaster Unemployment Assistance may qualify for expanded benefits under qualifying circumstances, increasing the potential duration or amount of assistance available. Effective Date July 1, 2026 Indiana SB 162 Implication to Stakeholders These changes may result in increased unemployment benefit payouts on certain claims, particularly due to the exclusion of vacation and sick pay from deductible income, which could impact employer chargeability and future unemployment tax rates. Employers, especially smaller religious, charitable, and educational organizations, should review their status to determine if they are now subject to unemployment insurance coverage and related reporting requirements. Additionally, adjustments to how “suitable work” is defined may influence claim determinations involving job refusals. Overall, employers should be prepared for potential changes in claims handling, benefit costs, and compliance obligations under Indiana law. Recommended Action Employers should review their separation and payroll practices to account for the exclusion of vacation and sick pay from deductible income, as this may increase potential claim costs. Organizations, particularly smaller religious, charitable, and educational employers, should evaluate whether they are now subject to unemployment insurance coverage and ensure proper registration and reporting compliance. Employers should also monitor unemployment claims more closely, including job refusal issues, and respond promptly to agency requests. Finally, consider consulting with your unemployment insurance representative or advisor to assess potential impacts on your tax rate and claims strategy.

USCIS has updated its guidance to clarify that automatic extensions of TPS based EADs are now significantly reduced for many beneficiaries due to three major changes: Country specific Federal Register notices DHS interim final rule effective Oct. 30, 2025 Implementation of the One Big Beautiful Bill Act (H.R. 1) on July 22, 2025 As a result, many TPS applicants can no longer rely on the longer, up to 540 day automatic EAD extensions previously available. Key Change: 1 Year Limit on Certain Automatic Extensions If you have TPS, hold a TPS based EAD, and filed your EAD renewal on or after July 22 but before Oct. 30, 2025, USCIS will only grant an automatic extension of: Up to 1 year, or The remaining duration of the country’s TPS designation,whichever is shorter. Even if your Form I 797C receipt notice lists a 540 day extension, you cannot use it if it falls under this time window. Exception: Renewal Applications Received on or Before July 21, 2025 If your I 797C receipt notice shows a Received Date of July 21, 2025, or earlier, then: The up to 540 day automatic extension still applies. However, any portion after July 22, 2025, is also capped at: 1 year from July 22, 2025, or The end of the TPS designation, whichever is sooner.

Following a federal court order on February 2, 2026, the termination of Haiti’s Temporary Protected Status (TPS), originally scheduled for February 3, 2026, is currently stayed. As a result, work authorization for eligible Haitian TPS beneficiaries remains valid through July 1, 2026. What This Means for Employers & Employees Employment Authorization Documents (EADs) issued under Haiti TPS with any of the following original expiration dates are automatically extended by court order: Feb 3, 2026 Aug 3, 2025 Aug 3, 2024 Jun 30, 2024 Feb 3, 2023 Dec 31, 2022 Oct 4, 2021 Jan 4, 2021 Jan 2, 2020 Jul 22, 2019 Jan 22, 2018 Jul 22, 2017 All are valid through July 1, 2026. Form I 9 Guidance Section 1 – Employee: Enter: “as per court order” in the expiration date field. Section 2 – Employer: Enter the EAD document info and use expiration date: “July 1, 2026.” Add a note in the Additional Information box referring to the court order. Example: per Miot et al. v. Trump et al., No. 25 cv 02471 ACR (D.D.C.). Employers may also attach the DHS Alert and TPS Haiti webpage printouts to the Form I 9 for documentation purposes. E-Verify Guidance Use July 1, 2026 as the expiration date when updating or creating an E Verify case.

Federal courts have issued stays on the termination of TPS designations for Syria, Ethiopia, Burma, and South Sudan. As a result, certain TPS‑related Employment Authorization Documents (EADs) remain valid beyond their printed expiration dates. Below is the updated breakdown. Syria – TPS Termination Stayed Original termination date: Nov. 21, 2025 Court case: Dahlia Doe v. Noem, 25‑cv‑8686 (S.D.N.Y.) EADs extended: Printed expiration dates of Sept. 30, 2025 March 31, 2024 Sept. 30, 2022 March 31, 2021 I‑9 instructions: When completing the Expiration Date (if any) fields on Form I-9 Section 1: “as per court order” Section 2: “July 1, 2026” o This guidance supersedes the Update on Termination of TPS for Syria posted on March 17, 2026 Add note in Additional Information: Dahlia Doe v. Noem, 25‑cv‑8686 (S.D.N.Y.) E‑Verify: Use July 1, 2026. Upload: Employers may download the Alert and TPS Syria webpages and attach them to Form I-9. Ethiopia – TPS Termination Stayed Original termination date: Feb. 13, 2026 Court case: African Communities Together et al. v. Noem, 26‑cv‑10278‑BEM (D. Mass.) EADs extended: Printed expiration dates of June 12, 2024 Dec. 12, 2025 I‑9 instructions: When completing the Expiration Date (if any) fields on Form I-9 Section 1: “as per court order” Section 2: “April 8, 2026” Add note in Additional Information: African Communities Together et al. v. Noem, 26‑cv‑10278‑BEM (D. Mass.) E‑Verify: Use April 8, 2026. Upload: Employers may download the Alert and TPS Ethiopia webpages and attach them to the Form I-9. Burma – TPS Termination Postponed Original termination date: Jan. 26, 2026 Court case: Aung Doe et al. v. Noem, 25‑cv‑15483 (N.D. Ill.) EADs extended: Printed expiration dates of Nov. 25, 2025 May 25, 2024 Nov. 25, 2022 I‑9 instructions: When completing the Expiration Date (if any) fields on Form I-9 Section 1: “as per court order” Section 2: “April 15, 2026” o This guidance supersedes the Update on Termination of TPS for Burma posted on March 17, 2026. Add note in Additional Information: Aung Doe et al. v. Noem, 25‑cv‑15483 (N.D. Ill.) E‑Verify: Use April 15, 2026. Upload: Employers may download the Alert and TPS Burma webpages and attach them to Form I-9. South Sudan – TPS Termination Stayed Original termination date: Jan. 5, 2026 Court case: African Communities Together et al. v. Noem, 25‑cv‑13939‑PBS (D. Mass.) EADs extended: Printed expiration dates of Nov. 3, 2023 May 3, 2025 Nov. 3, 2025 I‑9 instructions:  When completing the Expiration Date (if any) fields on Form I-9 Section 1: “as per court order” Section 2: “April 10, 2026” Add note in Additional Information: African Communities Together et al. v. Noem, 25‑cv‑13939‑PBS (D. Mass.) E‑Verify: Use April 10, 2026. Upload: Employers may download the Alert and TPS South Sudan webpages and attach them to Form I-9. ** USCIS recommends checking their site regularly for updates, as court orders may change.