New interpretations of employer control over labor processes or economic realities in a gig economy create new wage and hour outcomes. There is a delicate balance of employee rights and employer responsibilities. How to reassess when employee absences are considered protected freedoms, not productivity problems. When addressing impaired job performance due to mental illness, drugs or alcohol use, employers must learn to carefully distinguish cause from effect and communicate that vague proposition even more carefully to employees (and their attorneys). Recruiting tips, policy recommendations and hidden liabilities/risk exposure from employee use of social networking. Are you protecting you company’s brand and intellectual property accordingly?