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Earlier this year, the DEA responded to President Biden’s directive to reschedule cannabis from Schedule I to Schedule III of the Controlled Substances Act. This pivotal change, if finalized, would reclassify marijuana as a drug with moderate to low potential for dependence, strictly for medical use.
Chapters
00:00 Introduction to Workplace Issues and Cannabis Rescheduling
05:06 Understanding the Rescheduling Process of Cannabis
09:48 Implications of Rescheduling for Employers
15:07 Legal Challenges and Considerations for Healthcare Employers
19:50 Navigating Drug Testing and Employee Policies
24:51 Conclusion and Future Considerations -
The impact of the Loper Bright and Jarkesy decisions could be widely felt including in increased immigration litigation and challenges.
Chapters
00:00 Introduction to Workplace Law and Recent Supreme Court Decisions
02:51 Impact of Loper Brighton Immigration Compliance
05:46 Understanding the Jarkesy Decision and Its Implications
09:02 Case Studies: Walmart and SpaceX Decisions
11:45 Challenges to Administrative Authority and Future Litigation
15:09 The Future of Immigration Policies and Employer Leverage
18:01 Conclusion and Future Outlook on Workplace Law -
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United States technology employers increasingly look to add skilled AI talent to their ranks, including J-1 research scholars and F-1 STEM students. For organizations who do, it’s crucial to consider recent United States Citizenship and Immigration Services policy changes and upcoming regulations which are important when developing new pathways and improving programs to attract and retain top foreign nationals with AI experience.
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Despite a burgeoning use of AI in the workplace, organizations have barely scratched the surface of how efficiency and productivity may be enhanced by employing advancing technologies. However, an unchecked use of AI tools in the workplace can raise serious concerns for employers about ensuring the accuracy, reliability, and defensibility of AI deployment and development.
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Achieving compliance with pay transparency regulations in job postings can be difficult due to the evolving patchwork of local and state laws. However, recent trends reveal that financial firms are 54% more likely to disclose pay equity results than companies in other industries.
Chapters
00:00 Introduction to Pay Equity and Transparency
02:57 International Pay Transparency Regulations
05:46 U.S. Pay Equity Laws and State Variations
08:56 Implications of Pay Transparency for Employers
11:49 Best Practices for Compliance and Pay Equity Analysis -
Massachusetts employers will enhance transparency by including pay range information in all job postings and advertisements. Additionally, employers will proactively provide pay range details to employees and applicants upon request, fostering a more open and equitable workplace.
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Politics is a hot topic at any time, especially during an election year when discussions ranging from candidates' qualifications to DEI spill over to the workplace. This prompts employers to think critically about the rules and regulations they implement to maintain a productive and inclusive environment.
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Artificial intelligence is revolutionizing the workplace, offering unprecedented opportunities for innovation and efficiency. The Colorado AI Act stands at the forefront of this transformation, ensuring that AI is used responsibly and ethically. This pioneering legislation aims to eliminate algorithmic bias, fostering a fair and inclusive environment while promoting the innovative application of AI technologies.
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The recent SCOTUS Loper Bright decision, the FTC's final rule banning non-competes, and ongoing litigation may present significant challenges for employers enforcing non-compete agreements.
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Building positive workplace experiences can lead to a fundamental, positive cultural shift, making leadership positions not only more accessible, but at once inspiring and aspirational.
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A patchwork of artificial intelligence laws in various jurisdictions across the U.S. makes it challenging for employers to understand whether they're subject to these laws aimed at regulating AI. California may be the next state to create artificial intelligence laws by defining AI, requiring more transparency, and imposing other safety, testing, reporting, and enforcement standards.
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AI is transforming the workplace by enhancing productivity, driving innovation, and providing valuable insights through data analysis. AI's impact is felt in all aspects of business, from access to information to audio, video, and written content to decision-making and everyday human interactions. While AI's integration into business processes offers long-term benefits, adopting and implementing AI presents compliance challenges and potential risks.
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The recent SCOTUS decision in Loper Bright may make it difficult for the Occupational Safety and Health Administration to enforce its authority in court.
Chapters
00:00 The Impact of the Loper Bright Decision
03:25 OSHA's Interpretation and Enforcement of Regulations
07:12 Challenges to OSHA's Walk-Around Rule and Heat Stress Guidance
09:29 The Self-Enforcement Mechanism of OSHRC
17:05 The Future of OSHA and the Regulatory Landscape -
The Fifth Circuit Court of Appeals struck down the 80-20 labor rule, which regulates the amount of time that tipped employees can spend performing work that does not directly generate tips. Businesses with tipped employees have long struggled with implementing the DOL's final rule that disallowed the tip credit if employees spent too much time performing duties related to their so-called tip producing duties.
Chapters
00:00 Introduction
03:01 Understanding the 80-20 Rule: History and Context
05:50 The 2021 Regulation: Key Changes and Implications
11:59 The Fifth Circuit Ruling: A Game Changer
18:13 Implications for the Restaurant Industry
23:57 Navigating State Laws and Compliance
30:08 Conclusion and Future Considerations -
A landmark piece of legislation, the Pregnant Workers Fairness Act provides expansive protections for workers impacted by pregnancy, childbirth and related medical conditions. The EEOC’s final regulations provide important clarifications and insights into how the agency plans to enforce the law.
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Recent SCOTUS decisions, including Loper Bright could see challenges to ADA and FMLA regulations.
Chapters
00:00 Introduction
01:05 The Impact of the Loper Bright Decision on ADA and FMLA Regulations
05:14 Understanding the Facts of the Loper Bright Decision
07:09 The End of Chevron and its Implications
09:37 The Future of Existing Regulations
13:22 The Importance of Compliance with Existing Regulations -
To address the increasingly hot temperatures nationwide, OSHA has moved closer to a final rule for workplace heat injury and illness prevention by issuing its Notice of Rulemaking in the Federal Register.
Chapters 00:00 Introduction and Background 01:49 Status of the Proposed Rule 03:09 State Plan Standards 04:32 OSHA's National Emphasis Program 08:19 Triggers and Requirements 10:14 Training and Written Program 16:36 Impact on Different Industries 18:01 Preparing for OSHA Inspections and Complaints -
Recent SCOTUS decisions including Loper Bright, Enterprises v. Raimondo, and Murthy v. Missouri are potential game changers for employers, and may make it difficult for the Department of Labor to defend its wage and hour rules in court.
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The NLRB stands out from other administrative agencies due to its quasi-judicial nature. It doesn't just issue decisions; it also has rule-making powers. The agency's decisions are often given great deference. Will the Loper Bright decision make it easier for employers to challenge Board regulations?
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