A reduction in force may be driven by legitimate business needs, but an unclear selection process or inconsistent internal communications can turn a defensible decision into a jury question. A recent decision from the Northern District of Georgia offers a practical reminder for employers: When an employee using protected leave is selected for a RIF,
When a RIF Involves FMLA Leave, the Record Matters Read More »
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 »
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 »
Minnesota employers: the Department of Labor and Industry’s new Earned Sick and Safe Time rules are now in effect (as of July 6, 2026). These rules bring needed clarity on accrual years, eligibility determinations, documentation, incentives, and how ESST interacts with other leave policies. Below is a practical, step-by-step compliance manual distilled from the adopted
Minnesota ESST Rules part 2: Step-by-Step Guide to the 2026 MNDOLI Rules 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 »
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
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
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 »
