Compliance Stuff

A coalition of activist and labor groups is calling for a nationwide “no work, no school, no shopping” action on May 1 (International Workers’ Day) framed by some organizers as a general strike. Whether it reaches that scale remains to be seen. What employers need to know right now, however, is that you have certain rights and responsibilities when it comes to potential protest-related work stoppages, and these obligations turn on some nuances that you should be familiar with. Here is what you should know before May Day arrives, whether or not your workplace is unionized. What is Actually Being Planned? The  “May Day Strong” coalition  is urging workers, students, and community members to stay home from work, avoid school, and boycott shopping on May 1. Organizers are explicitly framing the action as a response to the current administration’s policies. Tactically, the call ranges from  full-day walkouts at places of employment  to symbolic absences and consumer boyc...

For better or worse, artificial intelligence (AI) is transforming the legal industry. The Government Accountability Office’s (GAO) recently decided  Bramstedt Surgical Inc. [1] , dedicating three pages to warnings about penalties it could have imposed on the protester and protester’s counsel for incorrect citations . For those tracking GAO’s recent handling of protesters and lawyers who file documents that appear to be riddled with AI-hallucinated citations or legal arguments citing to cases that do not stand for the premise alluded to, the decision comes as no surprise. Nevertheless, the  Bramstedt  decision serves as a stark reminder that while AI can be a useful tool, it can also create serious professional and legal exposure when used without proper oversight .  In this blog, we will explain why GAO’s decision should be a wake-up call for government contractors relying on AI for their protests , identify key risks protesters need to understand before using AI, a...

Recent protests across major U.S. cities, including Los Angeles, have resulted in business disruptions impacting both employers and their employees . While most demonstrations have been peaceful, some instances of violence have resulted in government responses, such as the imposition of curfews . The events are a reminder for employers to prepare for emergencies in the face of increasing civil unrest and government responses. Quick Hits With ongoing protests in many major U.S. cities and resulting action by the federal, state, and local governments, such as city officials imposing curfews, employers may want to revisit and revise their emergency plans, including to ensure compliance with all applicable laws and orders and ensure employee safety and preservation of safe operations.     Maintaining clear communication and providing adequate notice of changes to schedules and flexibility in work arrangements can help businesses navigate disruptions caused by protests and oth...