On July 4, 2025, President Trump signed the One Big Beautiful Bill Act into law—a budget reconciliation bill enacting several signature policies of the President’s second-term agenda. Left on the cutting-room floor, however, was an ambitious attempt to prohibit nearly all state and local regulation of artificial intelligence (“AI”) for the foreseeable future.
The version
Quick Hits
Quick Hits
On June 25, 2025, William B. Cowen, the Acting General Counsel of the National Labor Relations Board (“NLRB” or “Board”), issued GC Memorandum 25-07 to the Board’s 26 regional offices arguing that if an employer or union surreptitiously records collective bargaining negotiations then they automatically violate the National Labor Relations Act (“NLRA” or the “Act”).
Key Takeaways
Partner Jon Forster and Of Counsel John DeStefano will discuss legacy management and how to optimize client outcomes for successful families by using artificial intelligence and BakerHostetler’s fintech application, FinClar. The discussion includes real-world examples and success stories of how FinClar enabled families by democratizing data for family use, improving advisor collaboration, promoting clear decision-making
Employers are increasingly using Automated Decision Systems (“ADS”) – tools powered by Artificial Intelligence (“AI”) and algorithms – to streamline recruitment and manage the employee lifecycle. Uses so far include resume screening, facial recognition in video interviews, performance evaluation and management, employee engagement, and even benefits enrollment. As adoption of these technologies accelerates by the
AI is no longer just a buzzword—it’s actively transforming the workplace. Whether employers are aware of it or not, AI tools are being embedded into daily operations across industries. With California pushing forward with proposed regulations that could take effect as early as July 1, 2025, employers must begin understanding the implications now. Here are
If you work as a nanny, caregiver, housekeeper, or other domestic worker in California, you may be entitled to overtime pay that you’re not receiving.
Who Is Protected Under the Domestic Worker Bill of Rights?
California’s Domestic Worker Bill of Rights covers personal attendants who perform “domestic work,” which includes services related to caring for
Introducing Authoritarian Alarm: A New Home for a Critical Conversation
For the past 18+ years, I’ve written about the intersection of law, policy, and the American workplace. But more and more, the news I feel compelled to cover—and the commentary I’m driven to write—has expanded far beyond employment law and HR drama.
Because the truth