** Salesforce CEO Marc Benioff has issued a public apology for his earlier comments endorsing the deployment of National Guard troops to San Francisco. The billionaire executive reversed his position after facing significant backlash from city officials and residents, stating he no longer believes military intervention is necessary for public safety. **CONTENT:**
Scale AI has reportedly agreed to settle multiple lawsuits filed by former California contractors who alleged misclassification and underpayment. The company has since stopped hiring California-based gig workers as it faces additional legal challenges and regulatory scrutiny.
Scale AI has agreed to settle four lawsuits filed by former workers in California who alleged they were illegally classified as contractors rather than employees, according to court documents filed this week. The San Francisco-based company, which specializes in artificial intelligence training data, reportedly reached settlements with all plaintiffs across the multiple cases, though specific terms remain undisclosed pending judicial approval.
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The Historical Figure Conundrum OpenAI’s recent decision to block Martin Luther King Jr. deepfakes on its Sora video generation platform…
The Changing Face of Employment Compliance As we move through 2025, industrial employers face an increasingly complex web of employment…
The third quarter of 2025 has brought significant legal developments affecting how employers hire, compensate, and manage workers. From expanded salary disclosure requirements to new restrictions on criminal background checks, businesses must adapt to a rapidly changing compliance landscape. These changes reflect a broader shift toward greater transparency and fairness in employment practices.
Employers across multiple jurisdictions are facing tightened restrictions on how they evaluate candidates with criminal histories, according to employment law analysts. Sources indicate that Philadelphia will implement new lookback periods beginning January 6, 2026, limiting misdemeanor convictions to a four-year window and excluding summary offenses entirely. The amended ordinance reportedly requires employers to provide written notice before taking adverse action based on criminal records and establishes a rebuttable presumption of retaliation if action follows within 90 days of a candidate asserting their rights.
