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.