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Following the enactment of the Corporate Transparency Act (CTA), the U.S. Department of the Treasury's Financial Crimes Enforcement Network (FinCEN) explained that the CTA and FinCEN regulations "would help protect the U.S.

With climate disclosures like TCFD (the Task Force on Climate-related Financial Disclosures) being mandated across the globe, it’s time for risk management professionals to prepare for it. This playbook explores climate-related disclosures through the lens of risk and insurance, providing you with the information, specialist insight, disclosure requirements that vary from geography to geography, strategies, tools, and tips you will need to prepare for and navigate climate-change risks. It’s a resource for leaders at different stages of their climate and environmental change journey.

As families and their advisers begin to prepare for U.S. entities in their succession planning structures to comply with the Corporate Transparency Act (CTA), consideration should be given to U.S. holding companies and the requirement to report a business street address. This "Supplementary Information" section of the final regulations issued by the U.S. Department of the Treasury's Financial Crimes Enforcement Network (FinCEN) sheds light on the business street address requirement and comments received by FinCEN. This article also describes options and considerations for complying.

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.

During this interview, attorney Jason Kohout shares the legal developments and highlights from his panel discussion on the regulatory, trust, tax, and estate planning update at the Family Office and Wealth Advisor Forum. Discover what to watch out for, what to stop worrying about, and what you should consider doing to protect your family office clients.

The use of artificial intelligence (AI) continues to spread with a staggering speed as it reshapes industries through improved efficiency, productivity, and decision-making. However, the meteoric rise and adoption of AI technology—including ChatGPT—can overshadow some valid concerns around security and privacy. Addressing those concerns, this report offers insights from industry use cases for AI and delves into the cybersecurity risks, privacy regulations and compliance, mitigation strategies, and immediate actions that security teams can take to mitigate the risk from generative AI.

With the increasingly complex patchwork of state privacy laws and regulatory compliance requirements, businesses operating in regulated industries, particularly in the financial services and healthcare sectors, need to ensure they are paying close attention to the details of the exemptions. Key differences in the exemptions built into these new state laws will result in many regulated businesses having drastically divergent compliance obligations on a state-by-state basis.

The growth of ChatGPT and other artificial intelligence (AI) tools is not slowing down. From small startups to multinational corporations, employees across the spectrum are leveraging ChatGPT to enhance their productivity and streamline their workflows. Given the potential risks—including confidentiality and personal data and privacy violations—associated with the use of ChatGPT and similar tools, it’s crucial for companies to provide guidance to their employees.

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.

Consumer Protection Attorney Anthony DiResta takes a look at the Federal Trade Commission's proposed rule to ban non-compete clauses in employment agreements. Mr. DiResta analyzes wide-ranging implications of the proposed rule and provides questions for companies to consider when submitting public comments on it. Download the file for a copy of the podcast transcript.