Sarah Sawyer and Russell Berger, attorneys at Offit Kurman, discuss how businesses can keep up with compliance as both laws and business activities change over time. They explain that new services, expansions into new states, or shifts in operations can trigger new requirements. Russell recommends doing an annual assessment of business changes, reviewing end-of-legislative-session summaries of new laws, and staying current on industry and state developments. They highlight making compliance process-oriented by centralizing obligations on a compliance calendar. Sarah adds that delegating to roles like HR or operations, continuing education, and routine seasonal check-ins can help prevent penalties and operational disruptions.

• (00:00) - Welcome and Topic
• (00:54) - Why Compliance Shifts
• (01:11) - Annual Check and Law Updates
• (01:43) - Build a Compliance Calendar
• (02:52) - Delegate and Stay Informed
• (03:30) - Seasonal Routine Mindset
• (04:29) - Consequences of Falling Behind
• (05:09) - Wrap Up and Goodbye

In this episode of OK at Work, attorneys Sarah Sawyer and Russell Burger of Offit Kurman discuss how employers should respond to employees using AI at work. They recommend adopting a standalone generative AI policy that sets guardrails on permitted software, confidential information, and acceptable and prohibited uses. Sarah and Russell also stress reducing legal risks such as bias and discrimination, guiding employees away from unofficial sources, and using approved platforms with controls for sensitive areas like management and recruiting.

• (00:00) - AI at Work Overview
• (01:04) - Assume Employees Use AI
• (01:37) - Why You Need an AI Policy
• (01:53) - Confidentiality and Safe Tools
• (02:16) - Accuracy and Human Accountability
• (02:35) - Bias and Discrimination Risks
• (02:52) - Guidance and Managing Output
• (03:55) - Platform Controls and Guardrails
• (04:49) - Wrap Up and Next Steps

Attorneys Sarah Sawyer and Russell Berger of Offit Kurman discuss online reputation and the law in the context of reviews on platforms like Nextdoor, Glassdoor, Google Reviews, and Yelp. They explain that clients often want a quick cease-and-desist response, but that is not always the best answer. They emphasize setting clear goals, weighing cost and practicality of litigation, and considering how the reviewer might react to legal pressure versus being ignored. The episode highlights alternative approaches such as marketing/PR strategies, increasing positive reviews, responding publicly to invite direct contact, and engaging the reviewer to resolve issues.

00:00 Online Reviews Overview

00:48 Client Panic and Options

01:17 Cease and Desist Reality

02:28 Set Goals and Strategy

03:08 PR and Response Tactics

04:10 When to Do Nothing

04:22 Reputation Pros and Wrap Up

• (00:00) - Online Reviews Overview
• (00:48) - Client Panic and Options
• (01:17) - Cease and Desist Reality
• (02:28) - Set Goals and Strategy
• (03:08) - PR and Response Tactics
• (04:10) - When to Do Nothing
• (04:22) - Reputation Pros and Wrap Up

In this episode of This Week’s OK at Work, attorneys Sarah Sawyer and Russell Berger of Offit Kurman break down the art and strategy of interviewing job candidates. From avoiding legally risky questions to identifying the right personality fit for a role, they discuss practical ways employers can improve their hiring process.

Learn why preparation matters, how to ask better interview questions, and why “Tell me about a time when…” can reveal far more than simple yes-or-no questions. They also explore how hiring needs can evolve during the interview process and why flexibility is key when finding the right candidate.

Whether you're hiring your first employee or growing a team, this episode offers valuable insights for employers across every industry.

00:00 Introduction to Interviewing Candidates

00:51 Legal Considerations When Interviewing

01:23 Understanding Personality and Fit

02:34 Asking Effective Experiential Questions

03:14 Planning Ahead for Success

04:06 Balancing Flexibility and Structure

05:11 Closing Thoughts

Attorneys Sarah Sawyer and Russell Berger of Offit Kurman discuss why businesses should prioritize succession planning before a crisis occurs. They explain that succession planning starts at the top in owner-operated companies, including having plans such as a buy-sell agreement for when an owner departs, retires, or exits on an unexpected timeline. They also emphasize planning throughout the management ranks by asking leaders who would step into their role tomorrow and creating contingency coverage for key responsibilities. Acknowledging these can be uncomfortable and emotional conversations, they argue that addressing them while things are running smoothly helps keep the discussion practical and focused on the shared goal of continued success. Planning ahead, like buying insurance, helps protect the organization, employees, and families who depend on it and allows leaders to manage unexpected events without scrambling.

00:00 Succession Planning Intro

00:27 When Life Happens

00:53 Owner Transition Basics

01:25 Who Is Your Backup

01:57 Handling Uncomfortable Talks

02:56 Insurance Mindset Planning

03:23 Protecting People and Business

03:47 Clarity During Crises

04:24 Wrap Up and Goodbye

• (00:00) - Succession Planning Intro
• (00:27) - When Life Happens
• (00:53) - Owner Transition Basics
• (01:25) - Who Is Your Backup
• (01:57) - Handling Uncomfortable Talks
• (02:56) - Insurance Mindset Planning
• (03:23) - Protecting People and Business
• (03:47) - Clarity During Crises
• (04:24) - Wrap Up and Goodbye

Attorneys Sarah Sawyer and Russell Berger of Offit Kurman discuss emerging AI regulations in employment, highlighting Illinois as an example of where other states may follow. They explain that even without AI-specific laws, employers remain subject to existing federal and state employment and anti-discrimination laws, and AI-driven recruiting tools can create liability if they filter candidates with bias. Employers should proactively regulate and monitor how HR and recruiting teams use AI. The episode also notes that hiring and recruiting are likely targets for early transparency and disclosure requirements. Employers should be prepared to articulate how AI is used, what safeguards exist, and how confidentiality and data security are protected when handling job applications and other sensitive information.

00:00 AI Rules at Work

00:38 Illinois Leads the Way

01:08 Bias in Recruiting Tools

02:03 Policies and Guardrails

02:40 Disclosure and Transparency

03:33 Explain Your AI Process

04:09 Data Privacy and Security

04:49 Wrap Up and Next Steps

Attorneys Sarah Sawyer and Russell Berger of Offit Kurman discuss corporate governance as the documents, procedures, and policies that help create a well-functioning organization. They explain that while forming an entity may be straightforward (e.g., articles of incorporation), the core governance “roadmap” is typically found in agreements which address how owners come together, operate, and fund the business. They emphasize the importance of clearly defining decision-making authority to enable faster, more decisive action. Sarah and Russell also note businesses must follow and document compliance with these contractual rules, especially for future sales or exits.

00:00 Corporate Governance Overview

00:48 Entity Formation Basics

01:04 Key Agreements Roadmap

01:59 Decision Making Framework

03:08 Delegating Authority Fast

03:48 Follow the Rules Document

04:15 Wrap Up and Goodbye

In this episode of OK at Work, Offit Kurman attorneys Sarah Sawyer and Russell Berger explain the difference between defamation and non-disparagement and why these terms often appear in business and employment agreements. They note that defamation is independently actionable without a contract and generally involves a false statement made to a third party that causes damage. Disparagement can be true or opinion-based but negative and is typically not actionable unless parties agree by contract not to disparage each other. They discuss how non-disparagement clauses, often paired with confidentiality provisions, are commonly used after disputes in employer-employee, partner, or business relationships to protect reputations and prevent harmful commentary.

00:00 Intro and Topic

01:04 Defamation Basics

01:52 Disparagement Explained

02:28 Why Contracts Include It

03:34 Finality and Confidentiality

04:32 Wrap Up and Sign Off