President Trump's Executive Order 14168 led the EEOC to rescind portions of sexual harassment guidance in January 2026, raising questions about workplace compliance obligations. While the policy shift generated headlines, the underlying federal anti-discrimination laws remain unchanged, leaving employers' legal obligations largely intact despite the removal of agency guidance.

This is Part Two of our three-part ‘Back to Basics’ series, where we’re dusting off a 1970 management primer to see whether the fundamentals of good management have really changed.

The Supreme Court's 2024 decision in Muldrow v City of St. Louis fundamentally altered the legal landscape for employment discrimination claims by rejecting the requirement that employees demonstrate...

Pennsylvania's Department of Labor & Industry has launched a proactive enforcement initiative targeting home care agencies for wage and hour violations. With approximately 40% of state wage complaints coming from home care workers, agencies face increased scrutiny over unpaid overtime, travel time compensation, and recordkeeping practices that may not capture all compensable work activities.

As artificial intelligence tools become embedded in hiring, performance reviews, and termination decisions, employers face a rapidly evolving legal landscape with significant compliance obligations that vary by jurisdiction. This analysis examines the hidden risks of algorithmic bias, the expanding web of state and local AI regulations, and the critical distinction between using AI as a decision-support tool versus allowing it to replace human judgment in employment matters.

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.

Employers designing executive compensation often overlook Internal Revenue Code Section 409A, which governs non-qualified deferred compensation with strict rules on timing of deferrals and distributions. When these technical requirements aren't met...

The Fair Labor Standards Act (“FLSA”) remains one of the most frequently litigated employment laws making wage and hour compliance of critical importance...

Employers implementing remote work arrangements face complex legal, operational, and compliance challenges that require careful documentation.