Don’t be too quick to pick a delivery date. California’s default rules on business days, holidays, and breach may not match your deal. Know the difference.
When Is “On Time” Actually Late? What California Law Says About Delivery Deadlines
Don’t be too quick to pick a date. Business owners often treat a delivery date as the easy part of a
Get Back Pay: Protected Concerted Activity Rights for U.S. Employees
Yes. In most cases, when employees act together to improve wages, hours, or working conditions, they engage in protected concerted activity under Section 7 of the National Labor Relations Act. Even a single employee can qualify if speaking on behalf of coworkers. Supervisors generally fall outside this protection, and conduct that turns egregious or knowingly false can forfeit it.
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How We Helped a Small Business Fight Legislation That Threatened Its Future
When legislation has the potential to significantly affect an industry, businesses often have only a limited opportunity to ensure that lawmakers understand how proposed changes may impact their operations, employees, and the communities they serve. For businesses operating in highly regulated industries, participating in the legislative process can be essential.
4 DOL Tests That Decide FMLA Eligibility for U.S. Employees
You qualify for FMLA leave if you work for a covered employer, have met the required duration of employment, fulfilled the applicable hours-of-service requirement, and your worksite meets the minimum employee count within the specified radius. Meet all four, and you’re protected for reasons like your own serious health condition, a new child, caring for a family member, or a
When $2,500 Matters: U.S. ADA Undue Hardship Documentation Checklist
Under Title I of the ADA, an employer may deny a specific accommodation only if providing it would cause an undue hardship, meaning significant difficulty or expense measured against that employer’s own resources and operations, according to EEOC enforcement guidance. This is a narrow, individualized exception, not a general escape hatch. This guide breaks down the legal factors, the
Citizenship Is About to Get More Expensive: What the Proposed $1,330 Naturalization Fee Means for You
A major naturalization fee increase is proposed: and the public comment period has already closed. If you are a green card holder considering U.S. citizenship, now is the time to review your eligibility, understand the current rules, and plan carefully.
On June 23, 2026, the Department of Homeland Security (DHS) published a Notice of Proposed Rulemaking titled “Naturalization Application Fee
U.S. Workers: Two Sentences to Get PWFA Accommodations
Yes: under the Pregnant Workers Fairness Act, a covered employer must provide reasonable accommodations for your known pregnancy-related limitations unless doing so causes undue hardship. The EEOC has enforced this law since June 27, 2023, with final regulations effective June 18, 2024. Your first move: tell your employer, in plain words, what limitation you have and what change would help.
Negotiating HR Vendor Agreements in the Age of AI: Key Provisions and Considerations
Artificial intelligence is rapidly transforming human resources operations. From AI-powered recruiting platforms that screen résumés and rank candidates, to onboarding tools that personalize new-hire experiences, performance management systems that predict attrition, identity verification solutions using biometrics, and platforms administering ERISA-governed benefit plans, employers are increasingly relying on third-party vendors whose products are built on or enabled by AI. For labor
On Call Pay Compliance: DOL’s Engaged to Wait Test and Checklist
On-call time becomes paid work under the Fair Labor Standards Act when an employee is “engaged to wait,” meaning restrictions on their freedom are tight enough that the time isn’t truly their own. Time spent actually responding to a call is always compensable. If you’re merely “waiting to be engaged” with freedom to live your life, federal law generally doesn’t
The Ultimate Guide to the O-1 Startup Path: How Entrepreneurs Can Prove Extraordinary Ability
Building a startup requires vision, persistence, and the ability to solve problems that others have not solved. For some immigrant entrepreneurs, those achievements may also support an O-1A visa for extraordinary ability in business.
The O-1 startup path can offer a flexible way for qualified founders to work in the United States. Unlike the H-1B program, the O-1 has no