The Occupational Safety and Health Administration (OSHA) is set to unveil a proposed standard for preventing workplace violence in healthcare settings by December 2024. Key Points OSHA plans to release a proposed rule for workplace...

  As artificial intelligence (AI) becomes more prevalent, the regulation of AI data scraping is raising complex questions for both website owners and data collection companies. While many websites have tried to ban AI data...

The hospitality industry operates amidst constant challenges like high turnover and workforce shortages, compounded by rigorous compliance with numerous local, state, and federal laws. Of particular importance are regulations governing wage and hour considerations, especially...

The U.S. Patent and Trademark Office (USPTO) is actively seeking input from stakeholders on the implications of AI-generated disclosures for patentability. Earlier this year, the USPTO issued a Request for Comment regarding how artificial intelligence...

In a recent decision, the California Court of Appeal, Fourth Appellate District, has significantly restricted the ability of non-signatory employers to enforce arbitration agreements with temporary workers. The case of Soltero v. Precise Distribution, Inc...

The U.S. Patent and Trademark Office (USPTO) has responded to the complexities surrounding patent eligibility for artificial intelligence (AI) innovations with updated guidelines effective from July 17, 2024. These revisions are aimed at offering clearer...

Following the EEOC’s April 2024 release of its “Enforcement Guidance on Harassment in the Workplace,” the agency further detailed specific measures for preventing harassment in the construction industry on June 18, 2024. According to the...

The ongoing conflict between open source software developers and leading AI code generators continues. Recently, the Court made significant rulings in a landmark case involving these parties. While it dismissed the Plaintiffs’ claims under the...

  In today’s gig economy, distinguishing between employees and independent contractors (including consultants and freelancers) is crucial. Unfortunately, incorrectly classifying personnel as independent contractors rather than employees can have serious consequences for both parties involved...

There is a growing effort at both federal and state levels to restrict or prohibit the use of noncompete agreements. Consequently, employers are increasingly asking a crucial question: “Given these challenges to noncompetes, how can...