This week, the EEOC sent a strong message to corporate America when it went to federal court to force Nike to turn over years of documents tied to allegations that its DEI programs discriminated against White employees.
The EEOC isn’t suing Nike for discrimination—at least not yet. Instead, it has filed a subpoena enforcement action
Given that OpenClaw has already been around for roughly two weeks, this article might be a bit slow to market. It is nonetheless useful to reflect, I think, on what this lobster-themed, open-source personal assistant app is and what implications it might hold for law firm business models. To me, the OpenClaw saga (so far)
Employers nationwide have a new kind of employee in the workplace: the GPT employee. These employees are empowered by the latest and greatest version of free and publicly available generative artificial intelligence (“AI”), which comes fully loaded with buzzwords but often little substance. GPT employees also like to fancy themselves as amateur lawyers lurking in
The Big Data and Artificial Intelligence Working Group of the National Association of Insurance Commissioners (NAIC) is developing an artificial intelligence (AI) evaluation tool for use by state insurance regulators. The NAIC represents 33 independent U.S. insurance organizations. The purpose of the tool is to gauge the extent to which insurance companies rely on AI
We are pleased to announce that the 2026 Global Data & Cyber Handbook is now available. This essential resource for businesses navigating the complex landscape of data and cyber regulation covers key data and cyber laws in over 50 jurisdictions. The latest edition provides expanded overviews and comparative insights, offering a clear view of the increasingly intricate
The Fair Credit Reporting Act (FCRA) may not be the first employment law that comes to mind when an employer wants to reduce legal risks and avoid potential pitfalls. However, the FCRA has a number of requirements that employers must follow when obtaining background checks. As one recent case highlights, these requirements are important to
Employers face a legitimate—and growing—problem: if older employees aren’t retiring on schedule (or at all), how do you plan for leadership transitions and future staffing needs without committing age discrimination?
The answer starts with recognizing that today’s workforce doesn’t retire the way it used to. Many employees expect to work past 65, often for financial
As Data Privacy Day 2026 approaches, organizations face an inflection point in privacy, artificial intelligence, and cybersecurity compliance. The pace of technological adoption, in particular AI tools, continues to outstrip legal, governance, and risk frameworks. At the same time, regulators, plaintiffs, and businesses are increasingly focused on how data is collected, used, monitored, and safeguarded.
“When are you retiring?” That’s not an employer’s call to make.
Here’s a rule that employers still manage to forget or ignore: the decision about when to retire belongs to the employee. Start nudging. Start hinting. Start asking. Start factoring it into employment decisions. And you’re flirting with, if not outright committing, age discrimination.
An
Hiring is one of the most time-consuming parts of running a business. It is also one of the riskiest.
So it is no surprise that employers are turning to AI to speed things up. Resume screening tools. Automated shortlists. Chatbots that pre-screen candidates. Applicant tracking systems that rank people before a human ever looks at an