In the age of artificial intelligence, investigators handling workplace complaints, ethics hotline reports, and other reports of misconduct are seeing a clear shift. More of the submissions crossing their desks appear to have been drafted, at least in part, with the assistance of AI. A practice that was uncommon only recently is quickly becoming routine.
AI-Assisted Complaints Are Changing How Investigations Start Read More »
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
AI in Employment Decisions: Six Practices Worth Putting in Place Now Read More »
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)
California’s “No Robo Bosses” Bill Heads to Governor Newsom Read More »
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
That AI notetaker in the room may be creating legal risk Read More »
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
DOL Issues Four New FLSA Opinion Letters Read More »
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
Minnesota Paid Leave 2027 Rates: Still 0.88% (0.66% for Small Employers) Read More »
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
Remote Work as an ADA Accommodation: What Recent Court Decisions Mean for Employers Read More »
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
The Hidden Risks of an Outdated Employee Handbook (And How to Fix It) Read More »
In the first installment on FLSA classifications we suggested that employers perform an internal audit to assess compliance with FLSA and state law exemptions from overtime. In this post, we review a key strategic tool to address the misclassifications. Reclassification from exempt to non-exempt is a key compliance step under the FLSA. When done proactively,
FLSA Reclassification: 5 Steps to Move from Exempt to Non-Exempt Compliance Read More »
On Thursday, May 14, the U.S. Department of Labor (DOL) issued a technical amendment formally restoring the pre-2024 regulatory text governing overtime exemptions under the Fair Labor Standards Act (FLSA), implementing federal court orders that had already vacated the Biden-era salary threshold rule. For employers across the country, this development carries immediate and practical implications.
DOL Restores Pre-2024 FLSA Overtime Exemptions: $684/Week Salary Threshold Now in Effect Read More »
