One of the more significant election promises made by then-candidate Donald Trump was his pledge to reduce the regulatory burden on American businesses.

Under President Donald Trump's administration, employers may be able to anticipate many changes in the regulatory and legal environment.

Did you realize that you could be liable for labor violations that the company commits while working there?

With the election of Donald Trump as the 45th president of the United States, the business community can almost certainly look forward to a new era.

The first of this two-part series will describe some key changes in federal regulations that may make it harder, more costly, and less efficient for roofing contractors and other employers to run their organizations.

While it may seem like a stretch that employees have a legal right to bash their employers on social media, the NLRA protects the right of employees to engage in 'protected concerted activities.'

Last June, Crothall Services Group Inc. was sued by the U.S. Equal Employment Opportunity Commission (EEOC) for failing to maintain proper records on its employees.

When the changes become effective, employers can expect greater scrutiny and a further increase in wage and hour lawsuits.

Employers need to understand the issues involved and carefully craft their dress code policies.