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Because of losses in catastrophe-prone areas and other hard market factors, insurance carriers have pulled back the amount of insurance they’ll offer. Despite the hard market, real estate owners and operators that have well-maintained properties and who are prepared for catastrophes will have an advantage. Overall, the formula for a better insurance rate and coverage is straightforward—owners and operators should undertake preventative maintenance, consider alternative insurance options, and partner with the right insurance broker who will help reduce premiums over the long term.

The growing use of video and automated technology, including artificial intelligence (AI), in employment practices—and the concern that the technology may foster discrimination and bias—has triggered a wide array of regulatory efforts. At least 11 statutes have been introduced targeting the use of AI-related technology to assist with employment decisions. Employers should take note of enacted and proposed legislation and consult with legal counsel before implementing automated employment technologies.

Many families are not aware of important legal issues that affect their 18 – 21-year-old children. Parents are often so focused on the fact that the drinking age is 21 that they do not realize that their 18-year-olds are, for most other purposes, adults in the eyes of the law. Parents no longer have the same access to information or control over their children after age 18. Proper planning for the legal issues that arise with an 18 – 21-year-old child can help avoid problems later.

Wealthy families have always faced complex risk management issues, but it is particularly challenging when facing soaring inflation, regulatory uncertainty, rising cybercrime rates, and increasingly severe natural disasters. These market stressors impact all sectors of the insurance market, making it more expensive and challenging for affluent families to secure property, cyber, auto, and specialty coverages.

Employers who sponsor high deductible health plans (HDHPs) that are compatible with health savings accounts (HSAs) should take the opportunity to explain how they work during open enrollment. Through this bulletin and overview on HSAs, employers can see the HSA benefits they should highlight to their employees and what they need to know regarding HDHP plan design, from contribution limits changes to updated coverage options for telehealth and COVID-19 testing and treatment.

Generally, parents lose access to their child’s health and financial information once the child becomes a legal adult at the age of 18 unless certain steps are taken. To this end, here is a list of seven essential legal documents for parents to complete when their children turn 18 and before they go to college or leave home for other pursuits.

In this interview, attorney John Litchfield of Foley & Lardner’s Labor & Employment group discusses the key considerations family offices should keep in mind when it comes to domestic workers in the family office environment. Along with insights on household staff salary and wage treatments in accordance with the Fair Labor Standards Act (FLSA), John defines who qualifies as a domestic worker and the legal implications of hiring one.

Extreme weather conditions such as hurricanes in Florida to historic drought and rains in California are intensifying natural disaster losses both in size and frequency. By having a better understanding of your insurance coverage, you can insure against the risks your property may face—be they wildfires, hurricanes, deep freezes or floods. Even if you have a broad all-perils policy, it will have a list of exclusions that will be important to find additional coverage well before you think you might need them.

Many employers have begun using artificial intelligence (AI) tools supplied by third-party vendors. On May 18, 2023, the Equal Employment Opportunity Commission (EEOC) provided guidance indicating that, in its view, employers are generally liable for the outcomes of using selection tools to make employment decisions. Learn more about what tools are covered in the EEOC guidance that clarifies an employer’s responsibility for discrimination in AI employment tools.