Blogs

Brands are increasingly turning to social media influencers to promote their products and services through organic and immersive content. Social media campaigns using influencers allow brands to benefit from the creativity and likeness of a content creator, resulting in advertising that can feel more natural and authentic to target audiences. Despite this shift, and even when influencers have creative freedom, the legal standards governing commercial speech have not changed; a claim that is deceptive, unfair, or unsubstantiated in a magazine ad or said by paid actors in a TV commercial is equally unlawful when it is tucked into an Instagram Story or Reel by your favorite content creator. Regardless of how organic or bespoke the content may be, brands should apply the same rigor to influencer campaigns that they employ for traditional advertising.

If your company transfers sensitive personal data of U.S. individuals to entities or persons associated with certain countries deemed foreign adversaries, two federal programs designed to address national security risks should be on your radar -- the Department of Justice’s Data Security Program (DSP) and the Protecting Americans’ Data from Foreign Adversaries Act (PADFAA). While different, both frameworks address risks of data exploitation by adversarial nations and have significant potential penalties for non-compliance. PADFAA is a law that was enacted in June 2024; the DSP is a DOJ-administered program born from an executive order, and the DOJ has announced that it will begin enforcing the framework on July 8, 2025.

Recently, the U.S. Department of Labor (“DOL”) Wage and Hour Division issued a significant policy shift, announcing it will no longer enforce or apply the 2024 Final Rule on independent contractor classification. The DOL specifically instructed its investigators not to use the 2024 Rule’s analysis in enforcement matters. This move effectively suspends the DOL’s reliance on the more restrictive, multi-factor economic reality test introduced in the 2024 Rule, which had aimed to narrow the circumstances under which workers could be classified as independent contractors under the Fair Labor Standards Act (FLSA).

The U.S. Supreme Court recently settled a long-standing dispute among federal appellate courts regarding the standard of proof required for employers to establish exemptions under the Fair Labor Standards Act (“FLSA”). In E.M.D. Sales, Inc. v. Carrera, the Court ruled that employers may prove a FLSA exemption by a "preponderance of the evidence" only, rather than the more stringent "clear and convincing evidence" standard.