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The federal government is heading for a showdown with states over who gets to shape the future of AI. A White House executive order outlines an aggressive plan to challenge state-level AI regulations through lawsuits and potential limits on federal funding.

Holiday events can strengthen team bonds, but they can also amplify risk when alcohol, a relaxed atmosphere and end-of-year stress converge. Marjorie Mesidor, an employment attorney and founding partner at Mesidor PLLC, says HR can set the tone long before anyone steps into the venue.

Shadow AI exposes your company’s most sensitive data to leaks, may violate the privacy of clients/customers/employees and worse. How big a problem is this?

You likely have an artificial intelligence policy that limits which AI system employees may use, as well as how and when they should. That’s necessary because some AI systems may retain information employees input into their search, potentially exposing trade secrets and confidential information.

2025 has proven to be a tough year for employers seeking to create an equitable workplace. With the new administration challenging the legality of some DEI policies, employers have had to make changes. The ABA was ready with suggestions.

When compliance, culture, performance and development all compete for space on the same calendar, the year can quickly become crowded or lopsided. A strong 2026 plan doesn’t start with picking courses; it starts with mapping the year’s natural rhythms, regulatory deadlines and awareness months so training lands when it’s most timely and relevant.

Generally, employers can require employees to treat customers with respect and consideration. But can they really require workers to fake it?

2025 will soon appear in the rearview mirror, and when the ball drops on New Year’s Eve, new state laws will go into effect. Here’s a summary of some of those laws that may impact your operations.

An employee calls in to report that they will be out sick, but they call in three hours after the start of their shift. The attendance policy states employees must call in at least one hour before the start of their assigned shift. Can they lose attendance points for not providing advance notice?

We have an employee who is off work recovering from a work-related injury (workers’ comp). They won’t be cleared for work at the time of our holiday party, but are asking to attend. Is it appropriate to let them? We’d love for them to come but are wondering about further injury/liability.