With more states expected to adopt new laws, while others will be demanding more detail in existing regulations, employers are challenged to implement a unified, scalable compensation system that addresses cross-state inconsistency. In this first episode of our series, we survey the varied pay transparency landscape, detail upcoming developments, and explore how to use data both strategically and practically to mitigate legal risks, maintain compliance and improve cross-functional collaboration and decision-making amid rapidly changing laws.

Although it is tempting to rush to implement the newest AI tools, taking inventory of what tools your organization uses, which laws you are subject to and which obligations flow from those laws are all critical steps to maintain legal compliance.

In the event of the disclosure of business trade secrets, organizations are often so overwhelmed that they overlook potential data breach notification requirements. The potential exposure of trade secrets is increasingly becoming intertwined with the release of legally protected personal information, and it is incumbent on organizations to thoroughly respond to incidents.

Employers face a patchwork of federal, state, and local laws, each with its own definitions and requirements for AI technologies in the workplace. Understanding these legal nuances and proactively evaluating each tool's function before deployment are essential for staying compliant and minimizing liability.

From heavy workloads to news overloads and more, stressors everywhere can negatively impact the workplace. Understanding your legal obligations as an employer to accommodate mental-health-support requests and implementing proactive strategies are keys for healthy workplaces and mitigated litigation risks.

Oftentimes, organizations view training simply as another obligation; however, tailored and hands-on privacy and cybersecurity training are essential to safeguard data and ensure operations run smoothly in the event of a breach.

In response to the alarming rise in workplace violence, particularly in the retail industry, states have begun implementing laws requiring employers to actively address this potential threat via policies and training.

On this episode of We get work®, we unpack the different state requirements for workplace violence prevention plans, and what employers can do to help keep their employees safe.

Lured by the promise of better productivity and compliance with company policies, employee monitoring tools are gaining a lot of traction among employers.

On this episode of We get Privacy for work, we discuss the important privacy and legal implications that organizations must consider before implementing employee monitoring tools.

As remote work remains the new norm, employers face obstacles in creating compliant multinational workplace policies addressing basic workplace law issues like discrimination, leaves and accommodations, and harassment.

Chapters

00:00 Navigating Global Remote Work Compliance 02:34 Understanding Employment Law Implications 05:39 The Role of Family Medical Leave Act 08:07 Digital Nomad Visas and Their Impact 10:55 Employment Risks and Territoriality Principles 13:40 Contractor Misclassification Risks 16:46 Mitigation Strategies for Employers

The recently decided landmark class action antitrust lawsuit, House v. NCAA, is expected to restructure the landscape of collegiate athletics.

On this episode of We get work®, we explore the case, the settlement and the potential long-term impact on collegiate athletic departments.

Today's hosts are Bernie Dennis, principal in the Washington D.C. region office of Jackson Lewis, Dani Bland and Jason Kaner, associates, respectively, in the firm's Raleigh and Philadelphia offices.

Bernie, Dani and Jason, the question on everyone's mind today is: What changes will collegiate athletics departments be required to make pursuant to the House settlement, and how will that impact my business?