Welcome to Issue #7 of The Compliance Brief. Every Tuesday I break down the HR and labor law updates that actually matter to small businesses — in plain English, no legal jargon.

The EEOC Just Released a New Enforcement Plan — Here's What It Means for You

On June 4, the EEOC released its new National Enforcement Plan, signaling where the agency will focus its resources going forward. For small businesses, the shift is worth understanding.

The plan prioritizes intentional discrimination claims, DEI-related practices that may conflict with Title VII, and the impact of recent court decisions. In plain terms: hiring decisions, accommodation handling, and any workplace programs that treat employees differently based on protected characteristics are all in focus.

The underlying legal obligations haven't changed. But the enforcement emphasis has, and that means accommodation processes, manager training, and handbook language deserve a fresh look now rather than later.

Action step: Review how managers handle accommodation requests and complaints. Make sure hiring decisions are documented and defensible, and check that your handbook doesn't contain language that could be read as discriminatory.

1. Dunkin' Franchisee Settles Disability Case — The Lesson for Small Employers

The EEOC settled a case against Dunkin' franchisees after a worker was denied breaks to check blood sugar levels and then fired. Under the ADA, medically necessary breaks are a reasonable accommodation. If you're a franchisee, you are directly responsible for ADA compliance with your own staff — train managers to escalate accommodation requests rather than deny them.

2. E-Verify May Soon Be Required for Federal Grant Recipients

Federal officials have proposed mandatory E-Verify participation for employers receiving federal grants. If your business receives any federal funding, now is a good time to confirm E-Verify enrollment and make sure your I-9 procedures are current.

3. Two July 31 Benefits Deadlines to Put on Your Radar Now

PCORI fees and Form 5500 filings are both due July 31 — but the prep work happens in June. If you offer a self-insured health plan or your plan year ended December 31, check with your benefits broker now to make sure these are covered.

✅ Review how managers handle accommodation requests — escalate, don't deny

✅ Audit hiring documentation to ensure decisions are recorded and defensible

✅ If you receive federal grants, check your E-Verify enrollment and I-9 procedures

✅ Contact your benefits broker about PCORI fees and Form 5500 before the July 31 deadline

The EEOC's Small Business Resource Center has plain-language guides on discrimination, accommodation, and complaint procedures — built for employers without a dedicated HR team: eeoc.gov/small-business

That's it for this week. Short, actionable, no fluff.

If this was useful, forward it to another small business owner who could use it.

See you next Tuesday.

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This is for informational purposes only and does not constitute legal advice.