Mike Bourgon, Author at Synergy HR

Employers and human resources departments are relying on artificial intelligence across the employment lifecycle. Screening tools rank applicants. Interview platforms score responses. Performance systems flag “low performers.” Compensation models recommend pay. Some of those outputs now feed discipline and termination decisions. The efficiency is real. So is the discrimination risk. A flawed model does not

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HR’s Leadership Role in Building AI Guardrails

Sep 29 2026

HR’s Leadership Role in Building the Guardrails

Artificial Intelligence, HR Compliance, Workplace Policies

Artificial intelligence has moved into daily work faster than the governance meant to manage it. Human Resources is the function best positioned to close that gap — much as it did when social media first entered the workplace. The assignment is heavier this time. AI now touches hiring, performance management, compensation, and termination. Those are

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HR manager reviewing a printed personnel file beside a laptop showing performance data

Sep 23 2026

California’s “No Robo Bosses” Bill Heads to Governor Newsom

Artificial Intelligence, Employment Law, Labor Law

California’s “No Robo Bosses” Bill Heads to Governor Newsom: What Employers Need to Know New legislation targeting the role of artificial intelligence in workforce management is now on Governor Gavin Newsom’s desk. Senate Bill 947 — the “No Robo Bosses Act of 2026” — would prohibit California employers from using an automated decision system (ADS)

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Sep 21 2026

That AI notetaker in the room may be creating legal risk

Employment Law, Workplace Policies

AI notetakers are becoming more prominent and fundamentally changing how people work by recording everything happening around them. Instead of physically taking notes during a meeting, employees can utilize AI notetakers to take detailed notes, prepare summaries, and identify follow-up items almost instantly. These tools can undoubtedly reduce administrative burden, but in doing so can

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Sep 8 2026

DOL Issues Four New FLSA Opinion Letters

Employment Law, Labor Law, Workplace Policies

The U.S. Department of Labor’s Wage and Hour Division issued four new opinion letters on May 28, 2026, signed by Wage and Hour Administrator Andrew B. Rogers. These letters offer useful, if non-binding, insight into how the DOL currently interprets several common wage-and-hour issues under the Fair Labor Standards Act (FLSA). A summary of each

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Aug 13 2026

Minnesota Paid Leave 2027 Rates: Still 0.88% (0.66% for Small Employers)

Employment Law, Minnesota Employment Law, Sick Leave

Yes — the Minnesota Paid Leave premium rate for 2027 remains unchanged at 0.88% of covered wages (the same as 2026).** Small employers pay a reduced rate of 0.66%. This was officially announced by the Minnesota Department of Employment and Economic Development (DEED) / Minnesota Paid Leave on July 31, 2026 (the annual deadline under

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Jul 28 2026

Remote Work as an ADA Accommodation: What Recent Court Decisions Mean for Employers

Employer Liability, Employment Law, HR Compliance, Labor Law

As employers continue recalibrating return-to-office expectations in the years after the COVID-19 pandemic, many are facing a steady stream of requests for full-time remote work as a disability accommodation under the ADA. Recent federal appellate decisions offer important guidance. Courts continue to treat these requests as highly fact-specific inquiries centered on the essential functions of

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Jul 20 2026

Minnesota ESST Rules: Practical Guidance for Employers on Accrual, Incentives, Documentation & More

HR Compliance, Labor Law, Minnesota Employment Law, Sick Leave

Minnesota’s Department of Labor and Industry (DLI) has finalized administrative rules for the Earned Sick and Safe Time (ESST) Law, effective July 6, 2026. These clarifications address key pain points for employers—attendance incentives, documentation, accrual calculations, and policy interactions—making compliance more straightforward while protecting employee rights. Designating & Changing the Accrual Year The statute defines

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Jul 9 2026

Should You Fire Bob? HR’s 3-Part Checklist for Termination Decisions Involving Misconduct and Alcoholism

Firing, Labor Law, Workplace Conflict, Workplace Policies, Workplace Safety

Bob was a solid, long-term employee. But at the company retreat, he stayed late at the bar, had a few too many drinks, and made a highly inappropriate pass at a member of the hotel staff. The hotel had enough and called you, his supervisor, to come get him. You dutifully complied and found Bob

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Jul 3 2026

The Hidden Risks of an Outdated Employee Handbook (And How to Fix It)

Employment Law, HR Compliance, Workplace Policies

Does your company’s employee handbook prohibit the use of Walkmans in the workplace? Does your document retention policy mention floppy disks? Does your dress code policy refer to “clam diggers” and “pedal pushers?” Does your handbook look like it was created by Dr. Frankenstein with bits and pieces from many other policies and handbooks from

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Mike Bourgon

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Questions About Our HR Services?
Talk to Synergy HR Today.