A patchwork of artificial intelligence laws in various jurisdictions across the U.S. makes it challenging for employers to understand whether they're subject to these laws aimed at regulating AI. California may be the next state to create artificial intelligence laws by defining AI, requiring more transparency, and imposing other safety, testing, reporting, and enforcement standards.

AI is transforming the workplace by enhancing productivity, driving innovation, and providing valuable insights through data analysis. AI's impact is felt in all aspects of business, from access to information to audio, video, and written content to decision-making and everyday human interactions. While AI's integration into business processes offers long-term benefits, adopting and implementing AI presents compliance challenges and potential risks.

The recent SCOTUS decision in Loper Bright may make it difficult for the Occupational Safety and Health Administration to enforce its authority in court.

Chapters

00:00 The Impact of the Loper Bright Decision 03:25 OSHA's Interpretation and Enforcement of Regulations 07:12 Challenges to OSHA's Walk-Around Rule and Heat Stress Guidance 09:29 The Self-Enforcement Mechanism of OSHRC 17:05 The Future of OSHA and the Regulatory Landscape

The Fifth Circuit Court of Appeals struck down the 80-20 labor rule, which regulates the amount of time that tipped employees can spend performing work that does not directly generate tips. Businesses with tipped employees have long struggled with implementing the DOL's final rule that disallowed the tip credit if employees spent too much time performing duties related to their so-called tip producing duties.

Chapters

00:00 Introduction 03:01 Understanding the 80-20 Rule: History and Context 05:50 The 2021 Regulation: Key Changes and Implications 11:59 The Fifth Circuit Ruling: A Game Changer 18:13 Implications for the Restaurant Industry 23:57 Navigating State Laws and Compliance 30:08 Conclusion and Future Considerations

A landmark piece of legislation, the Pregnant Workers Fairness Act provides expansive protections for workers impacted by pregnancy, childbirth and related medical conditions. The EEOC's final regulations provide important clarifications and insights into how the agency plans to enforce the law.

Recent SCOTUS decisions, including Loper Bright could see challenges to ADA and FMLA regulations.

Chapters

00:00 Introduction 01:05 The Impact of the Loper Bright Decision on ADA and FMLA Regulations 05:14 Understanding the Facts of the Loper Bright Decision 07:09 The End of Chevron and its Implications 09:37 The Future of Existing Regulations 13:22 The Importance of Compliance with Existing Regulations

To address the increasingly hot temperatures nationwide, OSHA has moved closer to a final rule for workplace heat injury and illness prevention by issuing its Notice of Rulemaking in the Federal Register.

Recent SCOTUS decisions including Loper Bright, Enterprises v. Raimondo, and Murthy v. Missouri are potential game changers for employers, and may make it difficult for the Department of Labor to defend its wage and hour rules in court.

The NLRB stands out from other administrative agencies due to its quasi-judicial nature. It doesn't just issue decisions; it also has rule-making powers. The agency's decisions are often given great deference. Will the Loper Bright decision make it easier for employers to challenge Board regulations?

By almost any measure, 2024 is a memorable year for employment and labor law — and it's only halfway done. Our timely report, Mid-Year 2024: Now + Next, takes a closer look at the recent rules, regulations and rulings affecting employers today, the rest of the year and beyond.