Many employers offer voluntary insurance benefits such as disability, life, accident, or critical illness coverage, often assuming that because employees pay the full cost, the employer has little responsibility. However, that assumption can be risky. In this article, DeWitt attorney Brian L. Anderson explains how voluntary insurance programs can trigger obligations under ERISA if an employer is seen as endorsing the program. He outlines the key requirements, common pitfalls, and recent legal developments that highlight why employers must carefully structure and manage voluntary benefits to avoid unexpected compliance risks.
Read More About Voluntary Insurance Benefits: Employer Responsibilities
DeWitt LLP expands its Minneapolis office with five new attorneys, strengthening its real estate and litigation capabilities and enhancing services for property owners, lenders, developers, and businesses across Minnesota and the Midwest.
Read More About DeWitt Expands Minneapolis Office with Five New Attorneys
As federal immigration enforcement has been intensifying, employers across industries have been served with an increased number of I-9 audits, with the federal government scrutinizing their hiring and employment eligibility verification practices. Even well intentioned organizations can face steep penalties for paperwork or procedural errors during a Form I 9 inspection, even if all employees are legally authorized to work. Preparing proactively for an I 9 audit is not just a compliance exercise; it is one of the most effective ways to minimize your company’s financial, operational, and reputational risks.
Read More About Preparing Your Company for an ICE I 9 Audit — Best Practices Every Employer Should Follow
The U.S. Citizenship and Immigration Services (USCIS) has announced an increase to premium processing fees under the authority of the USCIS Stabilization Act, which permits the Department of Homeland Security to adjust these fees for inflation every two years.
Read More About USCIS Premium Processing Fees Will Increase on March 1, 2026
Artificial intelligence tools like ChatGPT and Claude are becoming increasingly common in both business and personal use—but a recent federal court decision highlights the serious legal risks that can arise when AI is used in connection with legal matters.
In United States v. Heppner (2026), a New York federal court ruled that communications between a criminal defendant and a generative AI platform were not protected by attorney-client privilege or the work product doctrine, even when the AI was used to analyze facts discussed with counsel. The court found that AI platforms do not create an attorney-client relationship, are not confidential due to their data policies, and cannot provide legal advice.
This article explores the court’s reasoning, the potential consequences of using open-source AI tools for legal research or strategy, and the practical steps both clients and attorneys should take to protect privilege and confidentiality in an evolving AI landscape.
Read More About A Warning for Clients: Using AI for Legal Strategy May Not Be Privileged
As federal immigration enforcement has been intensifying, employers across industries have been served with an increased number of I-9 audits, with the federal government scrutinizing their hiring and employment eligibility verification practices. Even well intentioned organizations can face steep penalties for paperwork or procedural errors during a Form I 9 inspection, even if all employees are legally authorized to work. Preparing proactively for an I 9 audit is not just a compliance exercise; it is one of the most effective ways to minimize your company’s financial, operational, and reputational risks. Read More About Preparing Your Company for an ICE I 9 Audit — Best Practices Every Employer Should Follow
