Claim OwnershipWe get work®
Subscribed: 7Played: 763
Subscribe
Description
In the face of evolving challenges in labor and employment law, Jackson Lewis attorneys identify issues dominating the modern workplace and answer the question on every employer's mind – how will my business be impacted? Stream episodes of our podcast program on the platform of your choosing.
299 Episodes
Reverse
What if your next business call ended up training someone else's AI without you ever knowing? In this episode, we unpack the Brewer v. Otter.ai case and explore how automated note takers are reshaping privacy, legal compliance, and trust in today's workplace.
Employers shouldn't overly rely on reports that the EEOC is no longer interested in disparate impact: private lawsuits and other entities bringing such claims, both in the traditional discrimination and the emerging "illegal DEI" contexts, still pose legal risks. In this episode, our attorneys discuss disparate impact versus treatment, "job-relatedness" defenses, the role of statistics and the value of privileged disparate impact analyses, and the need for ongoing employer vigilance given the potential financial and reputational harms associated with disparate impact claims.
When an organization's data systems are compromised, they face the daunting challenge of sorting through mountains of sensitive data under intense regulatory pressure. In this episode of We Get Privacy for Work, hosts Joe Lazzarotti and Damon Silver are joined by Matt Morocco, Director and Cyber Practice Lead at Consilio, to break down the real-world complexities of data mining after a breach. Together, they discuss why data mining is essential and how organizations can streamline the process for faster, smarter incident response.
From 'illegal DEI' to union activity to False Claims Act risks, the past year has been a flurry of activity and high-stakes changes for higher education institutions. It is critical for universities and colleges to strike a balance between compliance with federal anti-discrimination laws and upholding their mission statements and maintaining an inclusive culture for students and faculty alike.
A December 11, 2025 executive order marks the beginning of an aggressive federal push to short circuit growing state-level AI intervention with standardized AI regulation nationwide. Podcast hosts Joe Lazzarotti and Eric Felsberg discuss the substantial compliance, risk management and governance consequences employers face in this shifting regulatory landscape.
With more states expected to adopt new laws, while others will be demanding more detail in existing regulations, employers are challenged to implement a unified, scalable compensation system that addresses cross-state inconsistency. In this first episode of our series, we survey the varied pay transparency landscape, detail upcoming developments, and explore how to use data both strategically and practically to mitigate legal risks, maintain compliance and improve cross-functional collaboration and decision-making amid rapidly changing laws.
Although it is tempting to rush to implement the newest AI tools, taking inventory of what tools your organization uses, which laws you are subject to and which obligations flow from those laws are all critical steps to maintain legal compliance.
In the event of the disclosure of business trade secrets, organizations are often so overwhelmed that they overlook potential data breach notification requirements. The potential exposure of trade secrets is increasingly becoming intertwined with the release of legally protected personal information, and it is incumbent on organizations to thoroughly respond to incidents.
Employers face a patchwork of federal, state, and local laws, each with its own definitions and requirements for AI technologies in the workplace. Understanding these legal nuances and proactively evaluating each tool's function before deployment are essential for staying compliant and minimizing liability.
From heavy workloads to news overloads and more, stressors everywhere can negatively impact the workplace. Understanding your legal obligations as an employer to accommodate mental-health-support requests and implementing proactive strategies are keys for healthy workplaces and mitigated litigation risks.
Oftentimes, organizations view training simply as another obligation; however, tailored and hands-on privacy and cybersecurity training are essential to safeguard data and ensure operations run smoothly in the event of a breach.
In response to the alarming rise in workplace violence, particularly in the retail industry, states have begun implementing laws requiring employers to actively address this potential threat via policies and training. On this episode of We get work®, we unpack the different state requirements for workplace violence prevention plans, and what employers can do to help keep their employees safe.
Lured by the promise of better productivity and compliance with company policies, employee monitoring tools are gaining a lot of traction among employers. On this episode of We get Privacy for work, we discuss the important privacy and legal implications that organizations must consider before implementing employee monitoring tools.
As remote work remains the new norm, employers face obstacles in creating compliant multinational workplace policies addressing basic workplace law issues like discrimination, leaves and accommodations, and harassment. Chapters 00:00 Navigating Global Remote Work Compliance 02:34 Understanding Employment Law Implications 05:39 The Role of Family Medical Leave Act 08:07 Digital Nomad Visas and Their Impact 10:55 Employment Risks and Territoriality Principles 13:40 Contractor Misclassification Risks 16:46 Mitigation Strategies for Employers
The recently decided landmark class action antitrust lawsuit, House v. NCAA, is expected to restructure the landscape of collegiate athletics. On this episode of We get work®, we explore the case, the settlement and the potential long-term impact on collegiate athletic departments. Today's hosts are Bernie Dennis, principal in the Washington D.C. region office of Jackson Lewis, Dani Bland and Jason Kaner, associates, respectively, in the firm's Raleigh and Philadelphia offices. Bernie, Dani and Jason, the question on everyone's mind today is: What changes will collegiate athletics departments be required to make pursuant to the House settlement, and how will that impact my business?
From timekeeping technologies to dash cams, the Illinois Biometric Information Privacy Act (BIPA) is now being used to challenge a number and variety of time-saving programs and tools. On this episode of We get privacy for work, we discuss the factors leading to the rise in BIPA cases. Today's hosts are co-leaders of the Privacy, AI and Cybersecurity Group. Damon Silver and Joe Lazzarotti, principals, respectively, in the New York City and Tampa offices of Jackson Lewis. They are joined by Jody Mason and Jason Selvey, principals in the Chicago office. Damon, Joe, Jody, and Jason, the question on everyone's mind today is: What BIPA compliance risks should you consider before adopting new technologies, and how will that impact my organization?
For U.S. companies that allow employees to temporarily work abroad, it is critical from a compliance perspective that employment policies take into account these flexible work arrangements.
The One Big Beautiful Bill Act contains new, temporary laws, including available tax deductions for earnings on tips for tipped employees and overtime wage earnings of all employees.
From work authorization revocation to TPS expiration, the Trump administration is rapidly altering the landscape of immigration laws, and employers are struggling to keep up and remain compliant.
Class action lawsuits in response to data breaches have skyrocketed as plaintiffs look to take advantage of courts' perceived leniency regarding standing.
Comments
Download from Google Play
Download from App Store
United States