#legal
Legal considerations for business finance and accounting compliance
The FTC has filed 13 "AI-washing" enforcement cases since September 2024, including a May 2026 action against marketing firms that sold small businesses a fake "AI-powered" listening tool for $930,000 in penalties — here's a vetting checklist before you buy any AI-branded product.
A three-way reconciliation proves the bank statement, trust ledger, and every individual client ledger agree to the penny. It is the monthly process that keeps a pooled IOLTA account compliant with ABA Model Rule 1.15 and out of bar discipline.
As of 2026, roughly 20 states plus Washington D.C. require salary-range disclosure in job postings, and the laws apply based on where a remote job could be performed — not where the employer is based. Employee-count thresholds range from 1 to 50+, and penalties run from $250 per violation in Illinois to $25,000 in Massachusetts. Here is what small businesses must disclose, how to handle "Remote — US" listings, and a six-step compliance checklist.
Australia's Tranche 2 AML/CTF reforms made accountants, bookkeepers, and tax agents AUSTRAC reporting entities on July 1, 2026, with enrollment due by July 29. Here are the nine designated services that trigger the obligation, what the enrollment form requires, and the penalties for missing it — up to $36.4 million per contravention for a corporation.
Colorado repealed SB 24-205 and replaced it with SB 26-189, which regulates automated decision-making technology (ADMT) in hiring starting January 1, 2027. Employers over 40 employees must give pre-use notice, provide a 30-day adverse-action explanation with human review, and retain records for three years — enforced only by the Attorney General, with penalties up to $20,000 per violation.
A North Dakota truck stop sued to lower debit card swipe fees — and in August 2025 a federal court vacated Regulation II's 21-cent interchange cap entirely. Here's how the Corner Post case reached the Eighth Circuit, the three ways it could end, and how small businesses can prepare for fees moving in either direction.
Virginia's pay transparency law took effect July 1, 2026, and Maine's LD 54 follows on July 29, bringing active U.S. pay transparency jurisdictions to 20. Because the rules attach to where a remote candidate could work — not where your company is headquartered — a remote posting without a good-faith salary range can violate laws in states where you have no office. Here's what changed, why remote postings trigger multi-state obligations, and a practical compliance checklist.
In 2026, Maryland, Connecticut, and New York enacted the first U.S. laws restricting surveillance pricing — algorithms that use personal data to charge individual customers different prices. Here's what each law bans, the loyalty-program and cost-based carve-outs, and a compliance checklist for small businesses using dynamic pricing tools.
Under UCC § 2-305, a contract with no agreed price can still bind both parties — courts fill the gap with a "reasonable price at the time for delivery," measured by market rates, course of dealing, and trade usage. Here's how open price terms work, why 2026's tariff-driven cost volatility makes them more common, and how to draft, document, and invoice around them.
Virginia's HB 238, effective July 1, 2026, requires every employer to retain pay statements for at least three years, presumes workers are employees unless the IRS contractor test is met, and imposes treble damages for knowing wage violations. Here is what changed in Va. Code § 40.1-29 and a retention checklist that also covers federal FLSA, IRS, and public-works rules.
After the Supreme Court declined to review Minnesota's captive audience law on February 23, 2026, at least 13 states now ban mandatory employer meetings on unionization, politics, or religion — with penalties like California's $500 per employee per violation. Here's the state list, the NLRB's three-part notice rule, and a compliance checklist for small employers.
The Department of Labor's February 2026 proposal would rescind the 2024 six-factor worker classification test and reinstate a five-factor economic reality framework where control and profit-or-loss opportunity carry the most weight. Here's what changed, what still applies, and how small employers should audit their 1099 contractor relationships now.
