By: Kayla M. Jacob and Rachael Jeanfreau



It’s official. Medical marijuana has finally been rescheduled from a Schedule I to a Schedule III controlled substance. Well, sort of.

In late April 2026, the Department of Justice (“DOJ”) issued a final order immediately rescheduling certain medical marijuana products to Schedule III, including (1) FDA-approved products containing marijuana, and (2) marijuana products regulated by a state medical marijuana license. All other forms of marijuana, including recreational marijuana, have not been rescheduled. However, an expedited administrative hearing process to consider the broader rescheduling of marijuana has been set for June 29, 2026.

So what exactly does this mean for employers? Read more to find out.

By Rachael Jeanfreau and Kenneth Nilsson



Since its passage, the Providing Urgent Maternal Protections for Nursing Mothers (PUMP) Act has expanded workplace protections for nursing mothers; however, many employers still struggle with compliance. Under the Federal Wage and Hour law, the PUMP Act protects a covered mother’s right to take “a reasonable break time for an employee to express breast milk for such employee's nursing child for 1 year after the child's birth each time such employee has need to express the milk.” Importantly, employers must also provide a place specifically other than a bathroom that is shielded from view and free from intrusion from coworkers and the public. According to some estimates, less than half of employers comply with the PUMP Act, running the risk of claims, charges and/or lawsuits against the employer.

Learn how recent enforcement actions highlight the importance of PUMP Act compliance for employers. Read more. (this would be taken out i assume, if the whole article is there?)

By Philip Giorlando

Artificial intelligence tools have become genuinely useful for many business functions, such as drafting basic correspondence, summarizing documents, and organizing information. It's natural that business owners have started turning to these same tools to generate employee handbooks and workplace policies. The appeal is obvious: AI is fast, cheap, and creates reasonably polished documents.



The problem is that a handbook is not a basic document. It's a collection of policies that governs your employment relationships, often gets introduced as an exhibit in litigation, and — if drafted carelessly — can create liability you never intended.

Read the full article to learn how to avoid costly handbook mistakes and ensure your policies are legally sound.