Fisher Phillips

The Wage and Hour Division is continuing an initiative focusing on investigating the healthcare industry, including residential care facilities, nursing

Our Technology Industry Team thought leaders have pulled together their top predictions for the new year so that employers can get a running start to...

Our California thought leaders have pulled together their top predictions for the new year so that employers can get a running start to 2025.

Los directores de RRHH y asesores internos de empresas estadounidenses que operan a escala internacional, pueden enfrentar retos al momento de...

Our AI, Data, and Analytics Team thought leaders have pulled together their top predictions for the new year so that employers can get a running start...

This detailed set of Frequently Asked Questions addresses the workplace-related issues facing employers in the wake of the California fires. In...

Our Wage and Hour Practice Group thought leaders have pulled together their top predictions for the new year so that employers can get a running start to 2025.

Each month, federal immigration authorities publish a list of dates informing immigrant visa applicants when they should expect to be notified to assemble and submit required documentation to government officials. This Insight reviews February’s release to help employers determine whether and when you should provide corresponding notifications to any of your foreign-national employees to assist their efforts. You’ll also find a specific action plan so you can adapt your immigration strategy given this month’s information. Read on to ensure you follow compliant processes that address your critical workforce needs in a timely manner.

Our Education thought leaders have pulled together their top predictions for the new year so that higher education institutions and K-12 private and...

New Jersey recently put employers on notice: AI-driven bias is illegal discrimination. The state’s January 9 guidance on algorithmic discrimination makes it clear that the New Jersey Law Against Discrimination (LAD) applies to AI-powered decision-making in hiring and beyond. At the same time, the state launched a Civil Rights Innovation Lab to monitor AI compliance, enforce violations, and educate businesses on AI risks. This means that New Jersey employers using AI-driven tools – including those you purchased from third-party vendors – must now proactively ensure these systems don’t create discriminatory outcomes. Here are the top 10 takeaways employers need to know to stay compliant under New Jersey’s new AI enforcement push.