OCC’s GENIUS Act rule drafts 100%‑reserved payment stablecoin regime, tightening oversight.

The Office of the Comptroller of the Currency released draft regulations Wednesday outlining how payment stablecoins would be issued, backed, and supervised under federal oversight, according to the agency’s notice of proposed rulemaking.

The OCC opened a 60-day public comment period to operationalize the GENIUS Act for stablecoin issuance, seeking feedback on the full lifecycle of a payment stablecoin from launch and reserve management to supervision and potential wind-down procedures.

The proposal implements the Guiding and Establishing National Innovation for U.S. Stablecoins Act, known as the GENIUS Act, which became effective in July and established the first federal stablecoin framework in the United States. The statute permits only authorized payment stablecoin issuers to issue payment stablecoins domestically and prohibits digital asset service providers from offering non-compliant stablecoins to U.S. users.

The draft regulations establish reserve asset standards requiring redemption at par, along with liquidity and risk controls, audits, supervisory examinations, and custody rules. The proposal outlines application pathways for new issuers, introduces capital and operational requirements, and updates portions of the OCC’s capital adequacy and enforcement framework.

The agency stated it would have regulatory or enforcement authority over certain permitted payment stablecoin issuers, including subsidiaries of national banks and federal savings associations, federally qualified issuers, and some state-qualified issuers. The draft extends oversight to foreign payment stablecoin issuers seeking access to American users.

Bank Secrecy Act and sanctions requirements will be addressed separately in coordination with the Treasury Department, according to the notice.

Banking groups have raised concerns about potential deposit outflows to third-party yield products tied to stablecoins. OCC Chief Jonathan Gould stated that any material outflow would be visible and would not occur overnight, according to the agency. Gould noted that the requirement for 100% reserves to support one-to-one redemptions exceeds typical bank capital ratios. In an extreme scenario, the Federal Reserve could serve as an indirect backstop by supporting reserve assets stablecoins hold, including U.S. Treasuries and cash equivalents, according to the proposal.

Is artificial intelligence going to steal my job? When skeptics first encountered early versions of ChatGPT along with generative photo and video tools, many dismissed the idea that AI could ever replace human workers. Today, the more relevant question is not whether AI will enter the workplace, but whether organizations are prepared for intelligent systems that increasingly operate alongside employees as active participants in daily operations. Today’s work environment emphasizes AI’s role across social platforms, productivity tools, and enterprise software, and the first wave of company-wide AI systems is already being deployed.

With that said, AI is not coming for your job, at least not permanently. Instead of replacing employees at entry-level positions, AI will become a colleague at work, acting as an assistant. In a worst-case scenario, entry-level to mid-level employees might experience temporary job displacement due to AI, with a 2025 Goldman Sachs report stating that unemployment would increase by half a percentage point. The bottom line, however, is that your job isn’t going anywhere yet. 

An introduction to your newest coworker 

To break this down, your new colleague is an AI agent, similar to any employee; they’re trained to master the job role, they make mistakes, ask for feedback, and require you to communicate to accelerate the potential of your team.  

The autonomous digital worker can execute tasks based on the data and context it’s given, but this assistant isn’t made for every professional field. As the workplace enters its next technological transformational era, analysts continue to see a broad override in AI agents taking over human roles as a distant reality, yet professionals are not dismissing them completely. 

Assimilating to the new era of AI collaboration

If AI were to be widely adopted across certain industries, AI could displace 6-7 percent of the United States workforce. For the time being, however, AI will be rolled out on an assistant level, without completely overriding the responsibilities of entry to mid-level positions.

In addition, economists predict that agents will increase productivity across the professional landscape through a transitional movement in AI company culture that’s going from AI-equipped employees to AI-enabled ones. Research conducted by the Digital Data Design at Harvard found that the most innovative solutions came from AI-enabled teams as opposed to AI-equipped teams. Meaning that your AI agent isn’t just there to give you your next chunk of information, but instead, it’s actively aiding collaborative efforts with team members across the organization. 

Collaboration is reaching new heights, and myth is starting to become reality. According to The Guardian, specific AI systems are breaking the corporate ladder, hiring fewer people in creative fields, specifically at companies that have highly integrated AI into their day-to-day work. The hardest roles hit were junior roles. In other cases, data scientists are distressed by the sophistication of AI programmes, as some continue to find ways to disable oversight systems. The “AI takeover” can be a threat, but for now, it’s dependent on region and industry. 

Jobs are not simply going to disappear. It means employees will be evaluated on how effective they will be alongside these new systems and how well they integrate them into their daily workflows. As for the next decade, it’s unclear whether the corporate world will introduce a new type of AI agent, one that may need a whole new introduction in itself to an organization. As these technologies continue to develop and become more advanced, employees will need to find new ways to train themselves to fit the AI agent’s standards.

Understanding where everyone’s roles land

The transition from human entry-level workers to AI agents does not mean removing the first rungs of the corporate ladder. Instead, low-level, routine tasks that junior and associate employees have traditionally handled will increasingly be managed in partnership with automated systems. Hiring for these roles will not disappear, but the nature of the work will change. Studies by McKinsey indicate that AI has already automated 44 percent of working hours in the United States and that by 2030, AI-driven automation could generate up to 2.8 trillion dollars in economic value.

These early systems represent the first generation of AI agents. They are fast, highly efficient, and increasingly capable of matching the requirements of many professional roles. For years, big technology companies have steadily integrated AI into every part of their platforms, and that trend has now reached a point where assistance is beginning to turn into action. When AI moves from suggesting what should be done to actually helping carry it out, the real challenge for organizations is not displacement, but how effectively people and intelligent systems learn to work together.

TLDR:

• Over 1.17 million US job cuts were announced in the past year, the highest total recorded since the COVID-19 pandemic era.
• The US government led all sectors with 317,000 cuts, followed by UPS at 78,000 and Amazon with 30,000 job reductions.
• Companies openly state that AI tools allow smaller teams to handle the same workload, replacing $150K–$200K salary roles.
• Analysts warn of a ghost economy where corporate output grows but household income and consumer participation steadily decline.

US job cuts have reached alarming levels not seen since the COVID-19 pandemic. Over 1.17 million job cuts were announced across the country in the past year.

Around 600,000 of those cuts came in the first two months of 2026 alone. Companies across multiple sectors openly cite artificial intelligence as a driving force.

This trend is unfolding against the weakest white-collar hiring market since 2008, raising concerns about broader economic stability.

Major Companies Lead a Wave of Workforce Reductions

The scale of recent layoffs spans both public and private sectors. The US government alone accounted for 317,000 cuts, the largest single contributor to the total. UPS followed with 78,000 job reductions, while Amazon announced cuts of 30,000 workers.

Other major corporations have also trimmed their workforces considerably. Intel cut 25,000 jobs, and Citigroup reduced staff by 20,000. Nissan matched that figure, while Microsoft announced 15,000 cuts.

Market analyst account Bull Theory posted about the situation on social media platform X. The post noted that Verizon cut 13,000 jobs, Accenture removed 11,000, and Salesforce and Block each reduced headcount by 4,000. The figures paint a broad picture of workforce contraction across industries.

Companies are now openly stating that smaller teams can perform the same volume of work. This shift reflects how AI tools are replacing roles previously held by high-earning professionals. The pattern suggests a structural change rather than a temporary economic adjustment.

The Ghost Economy Risk and Long-Term Consumer Demand

The concern goes beyond job numbers alone. Higher-income workers earning between $150,000 and $200,000 annually drive a large portion of US consumer spending. When software replaces those roles, corporate margins rise but household income falls.

There is also a secondary effect worth noting. The same companies cutting staff sell products and services to that same income group.

If AI-driven layoffs reduce household income at scale, demand across retail, fintech, travel, and enterprise services weakens over time.

Bull Theory’s post warned of what it called a “ghost economy,” where output grows but broad participation in that growth declines.

Short-term profitability may improve, yet the customer base supporting those profits gradually shrinks. This creates a tension between rising productivity and weakening consumer demand.

Housing, autos, travel, subscriptions, and credit quality all become sensitive under these conditions. The labor market must absorb this transition before demand weakens at the economic core.

Without that absorption, the gap between corporate earnings and household financial health will continue to widen.