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Legal and Compliance News

January 2, 2018

Question: We are in the process of revising our employee handbook. Are there any anticipated new laws that will require policy changes in early 2018? If so, we will probably wait for those new policies before finalizing the handbook.

Answer: It is not easy to predict changes to laws or regulations, particularly when there has been a lot of activity in the courts and in Washington recently. With that said, in mid- to late December 2017, the National Labor Relations Board (NLRB) was active in overruling several decisions that significantly impact employers.
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Can I Have an Email with that Sandwich?

Employers are routinely challenged with complying with the Fair Labor Standards Act (FLSA). Under the FLSA, an employer is required to maintain accurate and complete records (including all required identifying information).
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What Notable Employment Provisions Are in the Tax Bill?

The first significant piece of legislation to make it to President Trump’s desk, the Tax Cuts and Jobs Act (H.R. 1), includes an employer tax credit for providing paid family and medical leave, repeal of the Affordable Care Act’s (ACA) individual mandate, and more. Get a breakdown of what matters to employers.
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Welcome to the NLRB Labor Law Time Machine, Step Right In…

Should old acquaintance be forgot and never brought to mind? The National Labor Relations Board (NLRB) seems to be refuting that sentiment. Read about several recent opinions by the NLRB and their positive impact on employers in 2018 and beyond.
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8 For ‘18: 8 Things for Employers to Look for from OSHA and MSHA in 2018

OSHA and MSHA are making New Year’s resolutions that could affect businesses. Here are eight things employers should expect from the Occupational Safety and Health Administration (OSHA) and Mine Safety and Health Administration (MSHA) in 2018.
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This information is provided as a service to our clients. It is designed to provide general information on the topics covered. It is not intended to be a comprehensive summary of recent developments in the law, treat exhaustively the subjects covered, provide legal advice, or render a legal opinion. Ardent Solutions is not a legal firm and not responsible for any legal advice. To fully understand how this or any legal or compliance information affects your unique situation, you should check with a qualified attorney. Should you wish to consult with our attorney partners to understand how this information affects you, please contact us.


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