New England Biz Law Update

Mandatory arbitration clauses are increasingly common in construction contracts. Arbitration, sometimes referred to as “trial-light,” is a judicial process where an arbitrator (usually a lawyer or a former judge) receives evidence, hears from witnesses, and makes a binding decision resolving the dispute.

Law firm leaders, business executives and chief marketing officers (CMOs) are walking a communications tightrope in today’s politically charged environment.

While a fake reality about one of my daughter’s favorite musicians has no known (current) downside, the same is not true related to GenAI in the workplace.

“Make space for the case; manage for the results” can change the entire conversation into one that is collaborative, constructive, and actionable.

North American manufacturers are demonstrating resilience in the face of economic uncertainty, though significant challenges remain, according to a 2025 manufacturing benchmarking study released by Wipfli, a consulting and accounting firm.

Employers in Oregon are facing new restrictions in hiring when it comes to applicants’ ages, thanks to House Bill 3187.

Artificial intelligence development is moving at a fast pace and the faster it moves, the more rapidly the courts will need to play catch up, according to some area lawyers, who add insight to the issue.

The very thing leaders wish away is the same thing that makes an operation exceptional. Invite it in. Give it direction. And suddenly, the breeze you crave isn’t because the people part vanished; it’s because it finally has a path to follow.

The 1st U.S. Circuit Court has upheld the dismissal of a Title VII sex discrimination complaint brought against the U.S. Navy by a probationary employee, finding the complaint to be “devoid of any assertions of facts that plausibly indicate a causal nexus between his sex and termination.”

Retaliation claims aren’t just about hurt feelings or workplace drama. Handled incorrectly, they can lead to serious legal consequences. Employers need to be proactive, not reactive, when handling employee complaints or accommodation requests.