“Take out your phone and open your ChatGPT app. Type this prompt: ‘Based on my past conversations, analyze my behavioral tendencies.'”
At a company keynote in Las Vegas, Salesforce CEO Marc Benioff invited the international employees to stand. He then joked that ICE agents were in the back of the room, ready to deport them. He doubled down with more immigration-enforcement punchlines. The crowd responded with faint boos. Slack lit up with employees calling the comments
In 1865, the British Parliament passed the Locomotive Act. Better known as the “Red Flag Act,” this law required self-propelled vehicles to travel at no more than two miles per hour in towns and four in the countryside. They were required to be crewed by three people, one of whom had to walk ahead and
“If you fire her, she will sue you and I will testify.”
If you’ve been following this blog, you know I’ve been writing about the intersection of generative AI and employment litigation for a while now. I’ve talked about updating litigation hold policies to account for GenAI data, and I’ve urged employers to start requesting plaintiffs’ AI conversation histories in discovery.
Well, a ruling this past
Employers and Human Resources (HR) departments have seen major changes in employment law throughout 2025. These rapid changes underscore the need for employers and HR professionals to stay ahead and adapt to them as swiftly as they develop.
Executive Orders
President Donald Trump issued more than 200 executive orders (EOs) in 2025, which is more
You applied for a job. You never got an interview. You never talked to a human. You were just…rejected.
Welcome to hiring in 2026. By some estimates, over 80% of employers now use automated systems to screen applicants before a human ever looks at a resume. These tools promise efficiency and objectivity. What they often
AI meeting agents are everywhere. They join Zoom calls, transcribe conversations, summarize action items, and promise to save employees hours of note-taking. From a business perspective, the upside is obvious: better documentation, fewer “I don’t remember saying that” disputes, and cleaner follow-up.
I have sat across the table from hundreds of business owners who all say some version of the same thing: “I did not think this would become a problem.” That sentence usually comes right before a costly fix that could have been avoided with a little planning.
From the perspective of a business lawyer, most
The Society of Human Resources Management is not the only employer facing litigation for denying a service animal. On January 13, 2026, the Flaming Gorge Resort saw its motion to dismiss with respect to its denial of a service animal for an employee go down in flames (pun intended). The case is O’Connor v. Colett’s