DOL Revises Title VI Rules for Federal Fund Recipients
Cascade's Compliance Team
compliance@cascadeemployers.com
On July 2, 2026, the U.S. Department of Labor (DOL) issued a final rule that went into effect immediately, removing certain provisions of its Title VI regulations related to disparate impact for recipients of federal financial assistance.
Title VI of the Civil Rights Act of 1964 prohibits discrimination based on race, color, and national origin in programs and activities that receive federal financial assistance. Prior to this rule, the DOL's Title VI regulations also prohibited "disparate impact," where seemingly neutral policies or practices disproportionately affected individuals in a protected group, even if the policy was not intended to discriminate.
The final rule removes the disparate impact provisions, including references to disparate impact in several areas of the regulations, such as site selection, affirmative action, and certain employment-related provisions. According to the DOL, these changes are intended to align the regulations more closely with the language of Title VI.
Although this rule narrows the DOL's Title VI regulations for recipients of federal financial assistance, it does not change employers' obligations under Title VII or applicable state anti-discrimination laws, including those in Oregon and Washington. Employers that receive federal financial assistance should review their federally funded programs, grant requirements, and related policies to ensure continued compliance with applicable nondiscrimination requirements.
IRS Increases Business Mileage Rate to 76 Cents Per Mile
Cascade's Compliance Team
compliance@cascadeemployers.com
On July 13, 2026, the IRS announced that the standard business mileage rate has increased from 72.5 cents to 76 cents per mile, retroactively effective July 1, 2026.
As a reminder, the IRS standard mileage rate is generally a tax standard, not a mandatory reimbursement rate under federal law. Employers may reimburse employees at a different rate, depending on applicable state law and company policy. For private employers in Oregon and Washington, mileage reimbursement is generally not required. However, it is worth noting that unreimbursed business expenses cannot reduce an employee's pay below the applicable minimum wage.
Employers who reimburse employees using the IRS standard mileage rate should make sure their reimbursement systems and policies are updated. Since the new rate is retroactively effective July 1st, employers should also review any mileage reimbursed since that date to determine whether adjustments are needed.
If you have any questions, please do not hesitate to reach out to us. We’re here for you!
EEOC Proposes Ending EEO-1 Reporting
Cascade's Compliance Team
compliance@cascadeemployers.com
On July 21, 2026, the U.S. Equal Employment Opportunity Commission (EEOC) issued a notice of proposed rulemaking to eliminate the requirement for covered employers to submit annual EEO-1 reports. If finalized, the proposal would eliminate the federal requirement to report workforce demographic data by race, ethnicity, and sex.
The EEO-1 Component 1 report generally applies to private employers with 100 or more employees and certain federal contractors and subcontractors. Covered employers currently report the number of employees by job category, race, ethnicity, and sex.
Because this is only a proposed rule, employers that are currently required to file EEO-1 reports should continue complying with existing reporting requirements and maintain required employment records unless and until a final rule takes effect. The EEOC has not yet announced whether it will open the filing portal or establish a filing deadline for 2025 EEO-1 reports (to be filed in 2026).
If the proposal is finalized, covered employers would no longer be required to submit annual EEO-1 reports. Until then, employers should continue complying with existing EEO-1 reporting requirements.
Cascade will continue monitoring the proposed rule and provide updates as additional information becomes available.
Start Strong: Take Advantage of Your Complimentary HR Practices Assessment
Sheryl Kelsh, Membership Development Manager
membership@cascadeemployers.com
As a Cascade member, you have access to a valuable opportunity to participate in a Human Resource Practices Assessment, commonly referred to as an HRA. This complimentary member benefit is designed to provide real-time feedback on your current HR practices, identify potential areas of risk, and help you better understand the resources available to support your organization.
For many new members, the HRA is an excellent first step in getting the most out of your Cascade membership. However, this resource is not limited to new members. If your organization has not yet completed an HRA, or if it has been some time since your last assessment, this is a great opportunity to take a fresh look at your HR structure and priorities.
The HRA process is simple and straightforward. First, you will receive a link to an online survey that gathers important information about your current HR practices, policies, compliance areas, and overall structure. Once the survey is completed, one of Cascade’s HR Consultants will follow up to schedule a personalized Zoom meeting with you.
During that conversation, the consultant will review your responses, discuss any areas that may need attention, and provide practical recommendations based on your organization’s needs. This session is also a great opportunity to ask questions, talk through current HR challenges, and learn more about the Cascade resources that may be most helpful to you.
With local, state, and federal employment regulations continuing to evolve, the HRA can serve as a helpful checkpoint for your organization. It can assist with compliance awareness, project planning, policy updates, and identifying where additional support may be beneficial. Whether you are building out your HR function, reviewing existing practices, or simply looking for guidance on where to focus next, the HRA offers a meaningful starting point.
To request your Human Resource Practices Assessment, please contact Sheryl Kelsh.
Five Things You May Not Know About The Mazamas
Sheryl Kelsh, Membership Development Manager
membership@cascadeemployers.com
For more than 130 years, the Mazamas has helped people explore the outdoors, develop mountaineering skills, build meaningful connections, and become advocates for the natural places they enjoy. The Portland-based nonprofit’s mission is to build a community that inspires everyone to love and protect the mountains.
Here are five things you may not know about this remarkable Cascade member.
The Mazamas Was Founded on the Summit of Mount Hood
The Mazamas began in memorable fashion on July 19, 1894, when its inaugural organizational meeting was held on the summit of Mount Hood. More than 190 people reached the summit that day, and 105 became charter members. The organization is now recognized as one of the oldest mountaineering organizations in the United States.
You Do Not Have to Be an Experienced Climber to Participate
Although the Mazamas has deep roots in mountaineering, its activities are designed for people with a wide range of skills, interests, and fitness levels. Participants can find opportunities ranging from local hikes and introductory educational programs to technical climbs, canyoning, backcountry skiing, first-aid training, and group travel.
Many activities are available to nonmembers, allowing people to become acquainted with the organization before joining its community of more than 2,500 outdoor enthusiasts.
Education and Leadership Development Are Central to Its Work
The Mazamas is widely known for its climbing education programs. Its Basic Climbing Education Program introduces participants to essential outdoor and mountaineering skills, while intermediate and advanced courses help experienced climbers continue building their knowledge.
Safety, preparation, responsible recreation, and leadership development are incorporated throughout its programs. Experienced volunteers serve as instructors and activity leaders, sharing their knowledge while helping others gain the skills and confidence to enjoy the outdoors safely.
The Mazamas Is Also a Steward of History
The Mazama Library and Historical Collections preserve an extensive record of mountaineering and outdoor exploration in the Pacific Northwest. Its collections include photographs, maps, journals, books, artifacts, and organizational records documenting more than a century of climbing, conservation, and mountain culture.
The organization’s history was recently highlighted by the Oregon Historical Society, which explored the contributions of the Mazamas to outdoor recreation, scientific discovery, and environmental preservation.
Protecting the Mountains Has Always Been Part of the Mission
Conservation is not a recent addition to the work of the Mazamas. Its original charter included goals related to preserving mountain environments, collecting scientific information, and sharing knowledge with others.
Today, that legacy continues through environmental advocacy, stewardship activities, education, and partnerships that encourage people to care for the landscapes they explore.
Whether someone is looking for a first group hike, advanced technical instruction, opportunities to volunteer, or simply a welcoming outdoor community, the Mazamas offers many ways to learn, connect, and experience the mountains.
Cascade is pleased to feature the Mazamas as an outstanding member and employer.