Social media has always blurred the lines between work and home, public and private, joke and judgment. In an era where tweets outlive résumés and Instagram posts are reviewed like references, what you share online can carry weight offline. However, just because an employer sees a post doesn't mean they have the right to act on it. And when they do, it should be for the right reasons. When Social Media Oversight Read More

The employer-employee relationship is no longer limited to just two parties. With the rise of franchise models, staffing partnerships, and subcontracting structures, the lines of responsibility can blur. When two businesses exert control over the same worker, even if only informally, both can be considered employers under federal and state law. That’s joint employment. If you're not proactive in managing it, your Read More

He’s charming. She’s helpful. They never miss a meeting and always ask the right questions. Maybe they’re just enthusiastic. Or maybe they’re sending your trade secrets to a rival. Welcome to corporate espionage in 2025—less Bond, more breach. The tale isn’t fiction. It’s a very real mess playing out between Rippling and Deel, two heavy hitters in the HR tech world. Rippling claimed a so-called contractor working Read More

It rarely starts with a bang. More often, it’s a handful of offhand remarks. A meeting invite that never comes. A pattern you almost miss—until you don’t. In employment discrimination cases, the game has changed. Employers used to rely on the comfort of a structured checklist: prove the employee didn’t meet expectations, show the discipline was consistent, and win on summary judgment. But courts aren’t always Read More

California’s labor laws have a way of influencing business far beyond state lines. The state’s size, economic power, and regulatory trends often set the stage for national shifts. Now, with the Freelance Worker Protection Act (FWPA) under SB 998, businesses across the country should take notice—especially those working with California-based freelancers. Whether a company is headquartered in New York, Texas, or Read More

HR departments often assume that as long as they collect Form I-9s and follow hiring protocols, they’re covered. That assumption may cost you. Immigration and Customs Enforcement (ICE) audits and raids aren’t reserved for bad actors—they happen to businesses that simply made errors. Those errors, no matter how small, can lead to hefty fines and legal trouble. Employers are responsible for verifying work Read More

A single workplace decision can change the trajectory of an organization, an employee’s career, and even the legal landscape of the nation. It doesn’t take an elaborate scheme or blatant disregard for the law. Often, it’s an everyday managerial choice—perhaps one made with little scrutiny—that lights the spark for a legal battle. Sergeant Muldrow’s case in Muldrow v. City of St. Louis proves the point: a routine Read More

One question that often arises for employers is: “Can we terminate someone without cause?” This question touches on a set of legal considerations around employment status, contracts, and termination rights. Business owners benefit from understanding the nuances of “cause” in termination decisions, particularly in the contexts of at-will employment and contract provisions, to make decisions that protect both the Read More

When a company has to let someone go, the words used to describe it matter more than you might think. Whether someone is "laid off" or "terminated" isn’t just a technicality—it can have significant consequences for both the employee and the business. These terms get tossed around interchangeably, often to soften the blow, but they mean very different things. Understanding those differences is essential, especially Read More

The Pregnant Workers Fairness Act (PWFA) is in full effect. If you employ 15 or more people, this law applies to you, and the consequences of noncompliance are serious. The Equal Employment Opportunity Commission (EEOC) is already accepting charges for violations under the PWFA, and it’s critical that you take action now. Failure to accommodate pregnant workers or mishandling requests for accommodations could put Read More