Quick Hits
Quick Hits
Quick Hits
As California public agencies increasingly experiment with generative artificial intelligence (“AI”) tools like ChatGPT, a critical question is no longer theoretical: are AI prompts and outputs subject to disclosure under the California Public Records Act (“CPRA”)?
Recent reporting and public records requests suggest the answer may soon be tested in real time—and that agencies should
When my daughter was in high school, we fired her therapist.
Not because therapy doesn’t work. Not because she didn’t need help. But because the therapist insisted on something that was deeply counterproductive—an obsessive focus on the negative.
Every session circled the same drain. What was wrong. What hurt. What wasn’t working. Week after week.
Everyone likes Artificial Intelligence. A person can access deep information within just a couple minutes. But, in doing so, the person may sacrifice certain rights. In U.S. v. Heppner, 2026 WL 436479 (S.D. N.Y. Feb.17, 2026), Bradley Heppner was charged with securities fraud in Dallas. Like many persons, he then consulted with a lawyer and
This week on the Legal Lens show we welcomed Twyla Carter, Attorney-in-Chief and CEO of the Legal Aid Society of New York where she discusses the 150 year history of the organization and their efforts to create access to justice for all New Yorkers.
As described by Carter, the Legal Aid Society has spent over
Labor + Employment Workforce Watch is a guide to the employment law developments most likely to impact your business. The Troutman Pepper Locke Labor + Employment team represents employers in the most sensitive workplace matters, enabling our clients to concentrate on their core business operations. Our team is adept at handling and managing labor and
While many employers view implementation of workplace technology as a managerial prerogative, labor unions are increasingly framing issues such as electronic surveillance of employees, workplace algorithmic decision-making, and Artificial Intelligence (AI)-driven management tools as core terms and conditions of employment and a new frontier for labor rights.
A set of proposed bills before the California
With the General Assembly set to adjourn on May 6, 2026, several high‑impact workplace proposals remain in play that could reshape compliance programs and day‑to‑day operations for Connecticut employers.
Many of these measures recycle past efforts, expand private litigation risk, and layer on new reporting and pay mandates. These challenges hit small and mid‑sized employers