While tariffs are intended to protect U.S. companies by limiting foreign competition and fueling increased domestic production and sales, they may lead to higher input costs, particularly for raw materials and parts. These increased expenses could get passed along supply chains and, in some cases, drive up insurance costs, especially in segments where asset and replacement values are directly affected (i.e., commercial property and auto). In light of rising tariff concerns, companies must implement strategies to reduce their exposures and manage insurance costs. Here are five tips for businesses to consider.

1. Diversify supply chains.
   Businesses should conduct detailed risk assessments to identify vulnerabilities in their supply chains, particularly those related to international trade and tariffs. Upon identifying these risks, companies can benefit from diversifying their supply chains to limit trade-related exposures. This may involve selecting alternative suppliers from regions with more favorable trade practices or shifting production operations through methods such as nearshoring or restoring.
2. Implement operational improvements.
   By adopting artificial intelligence tools and data analytics solutions, businesses can bolster supply chain visibility, forecast disruptions, and improve operational efficiencies, thus helping reduce tariff-related risks. Additionally, developing comprehensive contingency plans to address supply chain disruptions caused by tariffs is imperative. Companies can also work with legal professionals to ensure compliance with evolving global trade policies, thereby minimizing the risk of fines, delays, or reputational damage.
3. Modify contracts.
   When establishing or renewing contractual agreements with suppliers and other vendors, businesses should carefully evaluate the wording in these documents and include specific clauses regarding tariff-related risks. Cost-sharing clauses can be particularly beneficial, as they divide the responsibility of paying tariff-induced expenses among multiple parties. Regularly reviewing and updating contracts to reflect changes in trade policies and tariff regulations can also help these agreements remain effective.
4. Leverage tariff mitigation measures.
   Sourcing goods and raw materials from regions with fair trade agreements can help businesses minimize tariff impacts, as these agreements aim to reduce tariff burdens between participating countries. Operating in foreign-trade zones is another solid strategy, as these areas allow companies to defer or reduce tariffs on imported goods. In addition, tariff engineering tactics (e.g., altering production processes, swapping raw materials, and changing product designs) can help businesses reduce import costs and manage tariff expenses more effectively.
5. Review insurance policies.
   To ensure adequate coverage and better manage tariff-related exposures, businesses should clearly document their supply chain and operational risk management strategies for insurers. Regularly reviewing and adjusting insurance policies is also crucial to maintaining adequate coverage, and businesses may need to consider increasing deductibles or exploring self-insurance options to better manage premium costs. Depending on their exposures, companies might benefit from purchasing specialized coverage, such as trade credit, contingent business interruption, or political risk policies, to protect against tariff-related risks.

Tariffs can pose significant challenges for businesses, affecting supply chain stability and insurance costs. Implementing these risk management strategies can help companies better navigate the complexities of global trade and reduce their tariff-related exposures.

You work smart and so should your money. Our business banking options are designed to serve a broad range of organizations, from start-ups to non-profits and corporations. Learn more here!

This document is not intended to be exhaustive, nor should any discussion or opinions be construed as legal advice. Readers should contact legal counsel or an insurance professional for appropriate advice. ©2025 Zywave, Inc. All rights reserved.

The post 5 Ways for Business to Reduce Tariff-Related Risks appeared first on Choice Bank.

Here are five cost-cutting tips for small businesses:

1. Invest in New Technology

Technology allows organizations to improve or even automate manual, error-prone tasks. Adopting new technology, such as software, automation and artificial intelligence may decrease costs by streamlining operations and increasing efficiency. Technologies for small businesses may include project management software, HR information systems, delivery and packing systems, and automated inventory management.

2. Strengthen Employee Retention

Employee turnover can be detrimental to small businesses due to the costs to replace employees, decreased productivity, and lost profits. To avoid this, small businesses can prioritize retention efforts by providing employees with learning and development opportunities, focusing on developing a healthy workplace culture, permitting flexible working arrangements, and offering evolving employee benefits to meet workers’ needs.

3. Manage Health Care Costs

For small businesses that offer health care benefits, costs can add up quickly. Solutions may include reevaluating plan designs and offerings, directing employees to cost-effective services, and improving employee health care literacy. Small businesses can better manage health care costs by adopting several cost-cutting strategies without sacrificing employees’ needs.

4. Embrace Outsourcing

While performing tasks in-house can often be cost-effective, there are instances when outsourcing nonessential tasks can be more economical. Manual, time-consuming tasks—such as accounting, payroll, and benefits administration—may be better suited for outsourcing for some organizations. In some cases, businesses may also find cost savings by outsourcing tasks such as delivery or even customer service.

Outsourcing these kinds of tasks can enable employees to focus on tasks that directly impact a small business’s bottom line and potential growth.

5. Review Expenses

Regularly reviewing expenses can be an effective way to reduce and even eliminate extra costs. Employers should consider negotiating with providers, suppliers, and vendors to potentially defer payments, reduce fees, improve rates, and receive additional services to help during difficult times. By establishing and fostering relationships with these individuals and entities, organizations can cultivate allies and acquire strategic partners, which can pay dividends by creating cost-saving solutions and opportunities. In addition, periodic audits of contracts and expenses for excess spending may uncover spending that is no longer necessary.

Employers can implement several strategies to reduce costs and impact their bottom line. Which strategies are feasible will vary by small business, but a proactive approach to cost-cutting may allow for a larger budget to reinvest in the core of the business and its employees.

This article  is not intended to be exhaustive nor should any discussion or opinions be construed as professional advice. © 2025 Zywave, Inc. All rights reserved.

The post 5 Cost-cutting Tips for Small Businesses appeared first on Choice Bank.

Definition: Imposed by the government, tariffs are taxes on goods that are brought into or sent out of the country.

Purpose: Governments use tariffs to control trade flows while supporting local businesses and raising revenue for the state.

Types of Tariffs

Ad Valorem Tariffs: These tariffs calculate their rates as a percentage of the product’s total cost (for example, if a product costs $100, then the tariff would be $10).

Specific Tariffs: Specific tariffs involve a set charge for each unit of imported goods that doesn’t vary with the product’s price, like $2 per ton.

Compound Tariffs: Compound tariffs integrate elements from both ad valorem and specific tariffs.

Why Do Governments Use Tariffs?

Support Domestic Industries: Tariffs make imported goods pricier, which leads consumers to prefer domestic products.

Generate Revenue: A country earns tax revenue by implementing tariffs on imported goods.

Regulate Trade: By setting tariffs, governments control import and export volumes, which helps maintain balanced trade relationships.

Retaliatory Measures: These measures are implemented against other nations to respond to unfair trade practices.

How Tariffs Impact Consumers and Businesses

Higher Costs: As tariffs increase the price of imported goods, businesses must frequently transfer these higher expenses to consumers.

Supply Chain Shifts: Businesses might choose to obtain materials from local suppliers or countries where tariff rates are lower.

Trade Tensions: Extended tariffs between nations often escalate into trade wars, which negatively affect worldwide economic systems.

Economic Growth: Domestic industries may benefit from growth in the long run due to the impact of tariffs.

Pros and Cons of Tariffs

Here are the Pros and Cons of tariffs. Understand that there are both positive and negative implications, depending on your point of view.

Pros

• Protects emerging or struggling domestic industries
• Encourages local job growth
• Helps governments collect revenue

Cons

• Increases consumer prices
• May strain international trade relations
• Limits product variety and availability

A Real-World Example

The U.S. government implemented import tariffs on steel and aluminum in 2018. These were meant to boost American manufacturers but instead led to increased expenses for businesses that depended on these materials. In turn, this impacted the automotive and construction industries. These tariffs were removed by an agreement between the U.S. and the European Union in 2021.

Key Takeaways

Trade tariffs act as powerful economic instruments that produce extensive economic effects. These measures defend local industries but may raise expenditures for companies and end users.

Global trade patterns are significantly influenced by tariffs. Businesses and consumers who understand tariffs’ purpose and effects may make knowledgeable decisions in today’s global economy.

If you’re wondering how tariffs could affect you and your financial plan, meet with one of our financial professionals. 

Important Disclosures:

Content in this material is for educational and general information only.

This article was prepared by WriterAccess.

LPL Tracking #692400

The post So What Are Tariffs, Exactly? appeared first on Choice Bank.

Suppose an emergency strikes and your family needs to quickly access important financial and personal information. Now, ask yourself—are these documents organized, secure, and easily accessible?

Having a system for storing your crucial documents and passwords may save your family a great deal of stress and confusion during challenging times. Let’s consider why secure storage for these items is essential, whether you use a physical safe, a digital storage system, or a combination of these approaches.

Guard Against Loss and Damage

When disasters strike, or documents get misplaced, they may disappear forever. Placing your belongings in a physical safe helps guard against multiple risks. Safes made for fire and water resistance help guard your possessions from those disasters. Your most essential documents, like birth certificates, property records, and insurance policies, need a secure place.

Digital storage adds another layer of safety. When you upload your documents to a cloud storage system, you create a backup that won’t be affected by physical harm. Even if someone steals your home safe and your documents are lost or destroyed, your digital files are still available. These two types of storage work together to defend your data from loss.

Accessibility and Organization

If your life is hectic, essential papers may end up in various places throughout your home. However, during emergencies, you need to act fast. Your family members need to know precisely where they may retrieve their documents. Being prepared helps.

A physical safe lets you put all your important documents in one secure spot. Label folders or envelopes inside the safe to organize documents by category: Keep all important documents in one safe and organize them into four categories: legal, financial, medical, and personal. When your family is able to find all the necessary documents in the safe quickly, they may respond to emergencies faster.

Your digital files become easier to find through cloud storage when you add proper labels to each file. You may set up a secure digital space to store sensitive items like passwords and legal papers. Having a storage system for both physical and digital documents lets you find what you need without delay.

Legal and Financial Needs

Legal and financial documents are examples of items to keep safe. Some documents need special attention, such as wills and estate planning papers, because you may not help find them if you are no longer alive.

Your will must be accessible when you need it and also available for the executor of your estate. Without a precise location, which makes it easy to obtain your documents, probate may take longer, and family members may get into conflicts about who has the authority over your estate. Having a physical and digital duplicate of your documents ensures that authorized persons always have access to them.

You need estate planning documents such as powers of attorney and trust agreements to guard your assets. When your loved ones need to handle your affairs after you’re gone, they may encounter legal barriers because they lack essential documents. Setting up a storage solution gives your representatives the documents so they may properly follow your plans and complete their tasks effectively.

Passwords and Digital Accounts

Your digital accounts are as essential as physical documents because many activities depend on online platforms. Having your passwords gives access to your digital accounts. Guarding your passwords and account information is as essential as granting access to your authorized representative when it is time to do so.

A password-manager software helps encrypt and store your passwords. The tools help guard your login information so you may access it securely. Some password manager services allow you to add an emergency contact person who may access your account under certain conditions.

As a backup, keep a copy of your passwords inside your safe. If your digital storage fails, your loved ones may access your passwords from this list. Keep your list updated at all times to match the latest password changes.

Advantages of Digital Storage

A physical safe works well for security, but digital storage brings additional benefits. You may access your stored files from anywhere using this method. When you travel or live away from your loved ones, digital storage helps you transfer information quickly.

Digital storage platforms let you secure your data with encryption and multifactor authentication tools. Once set up, the service automatically saves your files without you needing to do anything further.

Digital platforms let you save significant amounts of data. Digital platforms store various file types, including scanned documents, photos, and multimedia files. This method helps you save both your important documents and favorite memories.

Creating a Comprehensive System

A comprehensive approach to storing important documents is using a combination of physical and digital storage.

Start by gathering all your important documents, such as:

• Birth certificates and Social Security cards
• Marriage certificates and divorce decrees
• Wills, trusts, and powers of attorney
• Property deeds and vehicle titles
• Insurance policies
• Financial statements and tax records
• Medical records
• Password lists and login credentials

Work with physical copies and make copies in a digital format. Physical copies of wills and property deeds should go into a safe, while digital versions may serve as backup files. Get a top-notch scanner to produce easy-to-read digital copies of paper documents.

Look for a physical safe that may guard your items against fire and water and has enough space for all your treasured belongings. Choose a trusted digital storage service with robust security. For example, people may choose Google Drive, Dropbox, or other digital vaults for their digital storage needs. Encrypted files are safer than non-encrypted files.

Share your storage details with trusted people who need to know them, especially your designated Power of Attorney or the person designated to be your Executor. Teach them the safe’s location, as well as its access code and digital file retrieval procedures. Create step-by-step instructions to make it easier for people to use your system.

Lowering Stress for You and Your Loved Ones

Ultimately, organizing and securing your important documents isn’t just about guarding information—it’s about considering your loved ones. During emergencies or after your passing, they’ll already be dealing with emotional stress. By giving them a straightforward and secure system for accessing what they need, you’re offering an organized way to do what needs doing.

So take the time to invest in a physical safe, set up a digital storage plan, and create a roadmap for your family. It’s a small effort now that may make a huge difference later.

Need help with your important documents? We would love to meet with you!

Important Disclosures:

This material was created for educational and informational purposes only and is not intended as ERISA, tax, or investment advice. If you are seeking investment advice specific to your needs, such advice services must be obtained on your own separate from this educational material.

All information is believed to be from reliable sources; however, LPL Financial makes no representation as to its completeness or accuracy.

This article was prepared by WriterAccess.

LPL Tracking #693709

The post The Significance of Storing Important Documents Safely appeared first on Choice Bank.

Retail business leaders should monitor these developments closely and adjust their operations and risk management practices accordingly to safeguard their financial stability, preserve their reputations, and address ethical and legal considerations pertinent to their operations.

Increased Focus on Cybersecurity

As e-commerce grows, cybersecurity has become a rising concern in the retail industry. Point-of-sale systems, consumer-facing websites, mobile applications, increased reliance on digital payments and other software used in retail transactions hold a wide range of sensitive customer data (e.g., financial details and contact information), making them attractive targets for cybercriminals and various data-stealing schemes, including ransomware attacks. Additionally, insider threats—in which employees intentionally (e.g., retaliation against a company) or unintentionally (e.g., through a phishing attack) release secure data—remain a concern.

Cybersecurity events can have significant consequences. According to a 2024 report from IBM, the global average cost of a data breach in the retail sector was $3.48 million, up 18% from 2023. In addition to the financial impacts, these events can cause lasting reputational damage. Cyber incidents can erode the trust of vendors, customers, and the general public, and they can negatively affect employee morale and a company’s ability to attract and retain new talent. Furthermore, retail business leaders may be held accountable for their cybersecurity failures if they do not follow evolving data privacy regulations at the federal, state, and international levels.

Amid this evolving risk landscape, retail companies that don’t adopt effective cyber incident prevention and response measures could encounter serious consequences, such as lost or damaged technology and data, prolonged business disruptions, reputational erosion, stakeholder litigation, and significant penalties from regulators.

To mitigate these risks, retail businesses should implement strong cybersecurity measures, including advanced data protection protocols like multifactor authentication, encryption, and endpoint security. Regular software updates, network segmentation, and employee vetting can further strengthen defenses. Training employees on cybersecurity best practices and conducting routine penetration testing help identify vulnerabilities before they are exploited. Additionally, establishing a dedicated cyber incident response team, partnering with vendors that prioritize security, ensuring compliance with evolving data privacy laws, and securing adequate cyber insurance coverage can help retailers navigate the growing cyberthreat landscape.

Supply Chain Challenges

The retail industry continues to grapple with supply chain challenges for several reasons, including heightened demand for various goods, rising costs, and an increased reliance on global suppliers and just-in-time inventory systems. Further complicating matters are various international incidents, such as global port congestion, geopolitical tensions, extreme weather events, and labor shortages. Collectively, these issues have contributed to bottlenecks in the supply chain, leading to slowed shipment and delivery times for some high-demand products and materials.

Supply chain disruptions can severely impact a business’s profitability, consumer prices, and product availability. To reduce the impacts of supply chain risks, retailers should leverage automated technologies, predictive analytics, and real-time monitoring tools to track inventory and shipments. Diversifying suppliers, strengthening relationships with multiple vendors—especially domestic ones—and staying informed about market trends can enhance supply chain resilience.

Human rights issues are also a major concern in retailers’ global supply chains. Retailers must ensure they are procuring their materials and products through ethical suppliers free from situations that involve forced labor, child labor, or working conditions that are unsafe or violent. Retailers can help protect individuals who provide products for their businesses and safeguard their reputations by promoting supply chain transparency, developing relationships with trustworthy partners, and ensuring suppliers, manufacturers, and third-party vendors adhere to ethical practices.

AI and Automation Risks

The growth of AI and automation has revolutionized the retail industry. AI helps process data, enhance customer support, and manage inventory. Similarly, automation increases operational efficiency, improves customer experiences, and reduces costs. Overall, the use of technology continues to expand. As augmented reality (AR) and virtual reality (VR) alter customer experiences, 7 in 10 retail executives plan to use AI to personalize experiences in 2025, according to a survey conducted by Deloitte. Retail employers have also been incorporating AR and VR in their operations. For example, VR can be used to train employees in a digital setting; in fact, a survey from professional services firm PwC found that VR learners were four times faster to train than classroom learners. As technology progresses, consumers may increasingly be able to connect and engage with products in the digital world or shop virtually. This type of interaction has the potential to change customer experiences and allow retailers to grow their brands outside of the physical world.

Although these technologies offer many benefits, they come with risks. For example, AI technology operates based on human-generated algorithms and inputs, which means it may contain mistakes and biases. AI can also give rise to compliance risks as regulations evolve to address emerging technology and its uses. Additionally, automation can lead to customers’ frustration that they cannot interact with a person to resolve their issues, and employees may feel that this technology threatens their jobs.

To address these concerns, retailers should provide comprehensive employee training on new technologies and establish ethical guidelines for AI usage. Transparency regarding AI implementation, routine algorithm audits, and compliance reviews with legal counsel are essential for minimizing risks. Regular software updates and security measures can also help ensure AI and automation function reliably and securely.

Physical Security Concerns

Physical security is an issue across the retail sector, and a primary cause of safety concerns is violent behavior from shoplifters. According to the Council on Criminal Justice, shoplifting increased by 14% in 2024 compared to 2023. Moreover, a 2024 survey from the NRF found that 73% of respondents said shoplifters exhibited increased violence and aggression compared to the previous year. These actions place the safety of employees, clients, and others at risk.

Additionally, vandalism and organized retail crime (ORC) continue to be a significant concern. The National Retail Federation (NRF) describes ORC as a large-scale theft or fraud activity intended to convert illegally obtained merchandise into financial gain. Through this tactic, criminals steal goods off store shelves and resell them to unsuspecting online shoppers at reduced prices. They may also try to return them to the store fraudulently. Some criminals may infiltrate retail companies’ supply chains and steal merchandise before it reaches store shelves to redistribute these items on the black market. ORC impacts physical security and can compromise the safety of personnel.

To improve security, retailers should train employees to detect theft and respond safely, maintain adequate staffing levels, and conduct pre-employment background checks to prevent internal theft. In-store surveillance, AI-driven monitoring systems, and security cameras can deter crime, while access controls help secure high-value merchandise. Employers can further enhance safety by strengthening partnerships with law enforcement, using impact-resistant materials to prevent vandalism, and engaging with the community through business watch programs. Implementing fraud prevention policies, such as stricter return procedures, can help curb retail crime.

By monitoring these trends, responding appropriately, and mitigating their associated exposures, retail businesses can effectively position themselves to maintain long-term growth and operational success.

You work smart and so should your money. Our business banking options are designed to serve a broad range of organizations, from start-ups to non-profits and corporations. Learn more here!

This Risk Insights is not intended to be exhaustive nor should any discussion or opinions be construed as legal advice. Readers should contact legal counsel oran insurance professional for appropriate advice. © 2025 Zywave, Inc. All rights reserved.

The post Top Retail Industry Challenges for 2025 appeared first on Choice Bank.

Adapting to these shifts is crucial for nonprofits to maintain operational success and uphold their commitments to stakeholders this year. This article explores these trends in detail and provides practical strategies to help nonprofit organizations navigate them effectively.

Cybersecurity and Data Privacy

Like many other organizations, nonprofits have leveraged technology for strategic growth. The role of digital platforms in fundraising, improving sustainability, communicating, and managing financials continues to impact this sector significantly. However, the use of these tools and the accumulation of personal data can introduce cybersecurity concerns.

Since nonprofit organizations have relatively limited IT resources and process sensitive data from donors and clients, they are an attractive target for cyberattacks. In fact, according to the 2024 Data Breach Report from the Identity Theft Resource Center, the nonprofit/nongovernmental organization sector experienced 146 data compromises in the United States in 2024, up from 102 in 2023 and 72 in 2022. Nonprofit organizations are particularly vulnerable to cyberattacks due to their reliance on third-party vendors that hackers may exploit to infiltrate a nonprofit’s network.

Additionally, staff and volunteers with access to sensitive data may not be adequately vetted or trained on data security. These factors may lead to intentional or unintentional data compromises.

Cyberattacks that compromise data can cause significant reputational damage and erode donor and client trust. Malicious actors may also render systems inoperable, or nonprofit organizations may be forced to shut down to contain and investigate the cyber incident, making it difficult for them to provide services, process donations, or otherwise carry out their missions.

Furthermore, cyberattacks can lead to compliance issues related to the Health Insurance Portability and Accountability Act (HIPAA), the Children’s Online Privacy Protection Rule (COPPA), the Family Educational Rights Privacy Act, and various other local, state, and federal laws. Organizations that fail to meet these regulatory requirements may face significant fines, legal liabilities, and lasting damage to their public image.

To reduce these risks, nonprofit organizations should implement strong cybersecurity measures, including multifactor authentication and data encryption. They should also ensure their systems are current with software updates and patches. Conducting background checks on staff and volunteers and regularly training them on cybersecurity best practices can improve cyber defenses, as can routine penetration testing, which helps identify vulnerabilities before they are exploited. Additionally, partnering with trusted vendors that prioritize security, ensuring compliance with evolving data privacy laws, and securing adequate cyber insurance coverage can help nonprofits navigate the growing cyberthreat landscape.

The Use of AI

Machine learning and generative AI can provide various benefits for nonprofit organizations. For example, machine learning can analyze data to make predictions, and generative AI can create new data from data inputs. According to a 2024 article from BusinessWest, around 70% of nonprofits believe generative AI will assist them in achieving their sustainable development goals through enhanced productivity, improved information access, and increased awareness to drive policy change. These technologies can also be utilized in grant applications as well as to engage current and potential donors and understand donor preferences and behaviors.

However, the leaders of nonprofit organizations must balance these benefits with the ethical concerns of AI, including those regarding informed consent, transparency, and algorithm biases. Additionally, AI tools are subject to cybersecurity issues. Nonprofits should also consider risks such as AI-generated misinformation and intellectual property concerns. These concerns can make nonprofit organizations vulnerable to liabilities, regulatory penalties, and reputational damage due to inappropriate utilization.

To mitigate these risks, nonprofits should prioritize the ethical use of AI by establishing and adhering to strict governance policies regarding responsible utilization. Organizations should also conduct regular audits of their systems to identify and remedy biases and implement policies that promote transparency. Staff and volunteers should be trained on proper AI use, and AI systems should be regularly audited for accuracy and fairness. These measures can help ensure data privacy, protect the organization from damaging misuse claims, and demonstrate a commitment to social responsibility.

Workforce Challenges

A tight labor market and ongoing labor shortages have increased talent competition, creating staffing challenges for many nonprofits. Nonprofit organizations may find it difficult to offer competitive salaries and benefits, and they may lose employees and candidates to higher-paying jobs in the for-profit sector.

Nonprofit organizations also face high turnover rates and burnout among volunteers and employees. According to the Center for Effective Philanthropy’s State of Nonprofits 2024 report, 95% of surveyed nonprofit leaders expressed some level of concern regarding burnout. The report also noted that over one-third of the respondents indicated that staff burnout was “very much” a concern in the previous year.

Inadequate staffing may result in service delays or the complete inability of a nonprofit to provide its services. It can lead to financial instability, communication difficulties, cybersecurity incidents, reputational damage, and board member liability issues. Overworked employees and volunteers may also experience decreased morale.

To help attract and retain staff, nonprofits can offer enhanced pay and benefits, improved professional development opportunities, upskilling events, workplace flexibility, and mental health resources. Nonprofit organizations can also expand recruitment efforts by partnering with universities, engaging with retirees, or tapping into underrepresented communities. Furthermore, creating and promoting a positive organizational culture can help nonprofits attract and retain staff and volunteers.

Regulatory and Compliance Challenges

The nonprofit sector must continue to monitor and adapt to rapidly evolving compliance requirements this year. For example, Oregon and Delaware are implementing laws in 2025 requiring several nonprofit organizations to follow more stringent privacy standards. Moreover, potential policy shifts under the new U.S. presidential administration could impact nonprofit tax-exempt status, donor disclosure rules, and data privacy regulations.

This evolving landscape presents significant risks to nonprofit organizations, as failing to adhere to laws and regulations may result in costly fines and penalties and jeopardize their nonprofit status. Not meeting applicable regulations could also negatively impact their reputations and reduce donors’ trust in their organizations.

To manage these risks, nonprofit leaders should ensure they are conducting regular compliance audits while staying informed about regulatory changes. Leveraging external expertise and consulting legal professionals can help ensure adherence to applicable laws and requirements. Additionally, nonprofit organizations should have internal controls in place for compliance. Clear and comprehensive policies and procedures for compliance management can help mitigate regulatory risks.

Several trends will impact the nonprofit sector this year. By monitoring these developments and taking action to mitigate their associated exposures, nonprofit organizations can effectively position themselves to continue to fulfill their missions and maintain operational success.

You work smart and so should your money. Our business banking options are designed to serve a broad range of organizations, from start-ups to non-profits and corporations. Learn more here!

This Risk Insights is not intended to be exhaustive nor should any discussion or opinions be construed as legal advice. Readers should contact legal counsel oran insurance professional for appropriate advice. © 2025 Zywave, Inc. All rights reserved.

The post Nonprofit Sector Trends to Watch in 2025 appeared first on Choice Bank.

Hiring Strategies for 2025

Modernizing hiring practices enhances an organization’s ability to attract, recruit, and retain top talent in a competitive environment. As job seekers’ expectations shift and many leverage technology to find their next job, employers can consider these eight tips for modernizing their hiring process this year:

1. Consider retirees. Many aging employees are staying in the workforce longer, so employers have an opportunity to engage with retirees looking to work again. A ResumeBuilder survey revealed that 1 in 8 retired adults are likely to return to work in 2025. The majority of older adults are unretiring because of the increasing cost of living.
   Most retirees returning to the workforce are interested in part-time roles and favor remote work. Age bias is a concern of this demographic, but employers can focus on looking for transferable skills and highlighting learning opportunities when pursuing retirees. Flexibility can help attract retirees, so employers may consider offering part-time employment, remote work, or reduced hours. Since many retirees are concerned about finances, matching 401(k) plans may also be attractive to those with inadequate retirement funds. These candidates can bring experience and a fresh perspective to today’s workplaces. Amid a tight race for talent, retirees can provide access to a large group of potential workers for employers who are struggling to fill roles.
2. Emphasize skills over educational degrees. Skills-based hiring isn’t just an aspirational idea; some employers are already taking note and prioritizing finding the right fit for open positions based on skills rather than education or experience. Organizations can take time to review which positions have a legitimate need for a four-year degree or certification and which ones need the appropriate skills. This hiring practice can help expand the talent pool and decrease hiring time.
3. Embrace artificial intelligence (AI). Employers can leverage the power of AI to streamline their hiring processes. AI-driven tools can analyze resumes, assess candidate fit, schedule interviews with online applicants, and complete mundane onboarding tasks. By automating routine tasks, HR professionals can focus on strategic aspects of recruitment, fostering a more efficient and insightful hiring process. AI can also help personalize candidate engagement by sending tailored messages and recommended or relevant job openings. While AI has its advantages, it’s also important to be aware of the technology’s risks and dangers (e.g., bias and discrimination).
4. Utilize data-driven decision-making. Employers can harness the power of people analytics to inform their hiring decisions. This strategy can help analyze recruitment data to identify trends, optimize sourcing strategies, and enhance the candidate experience. By leveraging data-driven insights, hiring teams can make informed decisions that better contribute to the overall success of their hiring efforts.
5. Incorporate gamification into skills assessment processes. Gamified assessments provide a more engaging and interactive experience for candidates, allowing hiring teams to assess candidate skills in a dynamic and real-world context. This can enhance the evaluation process and showcase the organization as forward-thinking and innovative.
6. Enhance the candidate experience with technology. Technology can help streamline communication, provide timely feedback, and offer transparency throughout the hiring process. A positive candidate experience not only attracts top talent but also enhances the employer brand, creating a ripple effect in the talent market.
7. Leverage the right online portals. Virtual recruiting can help employers find the applicants they’re looking for. Furthermore, online platforms—such as LinkedIn, Indeed, Handshake, and more—can make it easy for applicants to apply directly.
8. Offer incentives with employee referral programs. Employers can empower their current employees to become brand ambassadors. Millennial and Generation Z (Gen Z) candidates generally trust and value word-of-mouth referrals, whether for employment or shopping, so employers could amp up referral efforts to attract this demographic. Employee referral program incentives aren’t new, but they can be modernized to appeal to millennial and Gen Z candidates. As such, employers may consider offering monetary bonuses, paid time off, learning and development opportunities (e.g., covering the cost of attending a conference or training), or charity donations that may motivate younger workers.

While perhaps not applicable to every open role, these strategies can give employers new tools to revamp their hiring approaches.

As the digital age progresses, staying ahead of the latest HR trends and technologies is imperative for modernizing hiring strategies and processes. By embracing AI and other technologies, considering and including retirees, and leveraging data-driven insights, employers can gain a competitive edge to win talent in 2025.

This HR Insights is not intended to be exhaustive nor should any discussion or opinions be construed as professional advice. © 2025 Zywave, Inc. All rights reserved.

The post 8 Tips for Modernizing Hiring appeared first on Choice Bank.

Professional services firm Deloitte reported that construction spending in manufacturing—funds invested in building new or improving upon existing manufacturing facilities—reached $238 billion in June 2024, representing an all-time high. This increase in spending could lead to further industry growth in 2025. Nevertheless, there are still many potential risks that, left unmanaged, may threaten the sector’s stability going forward. As such, manufacturing businesses should monitor several emerging developments that could impact the industry this year—including technological innovations, cybersecurity threats, supply chain concerns, and regulatory and compliance challenges—and adjust their risk management programs accordingly.

Technological Innovations

The manufacturing sector has experienced rapid technological advancements over the past few years, and there is no sign of this stopping anytime soon. According to a recent survey conducted by business advisory firm Eide Bailly, the majority (94%) of manufacturing companies plan to increase their technology spending to further enhance their operations. The sector’s latest innovations primarily center around Industry 4.0 technology, which refers to a variety of digital solutions that can help automate certain manufacturing processes, streamline workflows, promote sustainability, and maximize productivity. Examples of such technology include artificial intelligence (AI), smart machinery, digital sales systems, equipment monitoring software,e and analytics platforms.

This technology can collect and assess vast amounts of information in minutes, giving manufacturing companies the resources and knowledge necessary to make more data-driven decisions. From there, manufacturing businesses can accomplish goals such as simplifying certain aspects of the production line, reducing operational waste, limiting carbon emissions, and optimizing energy consumption. This technology can also evaluate equipment performance in real-time and conduct predictive maintenance as needed, minimizing the risk of potential breakdowns and disruptions. In addition to these technological advancements, the emergence of the metaverse—an immersive online environment—has empowered some manufacturing companies to test new and innovative software and train production robots in virtual scenarios before launching them in the real world. In some cases, metaverse-based tools can even assist frontline manufacturing workers in performing their job duties through hands-free operations and voice commands.

As technology continues to advance throughout the industry, manufacturing companies should stay on top of the latest innovations and adjust their operations as needed to incorporate these solutions. Failure to do so could cause them to fall short among their competitors and miss out on possible business opportunities. It’s worth noting that these innovations are not without challenges. Implementing new technology requires substantial capital investment, workforce training, and ongoing maintenance. Further, such technology may expand potential attack surfaces and avenues for cybercriminals. As a result, manufacturing companies must carefully weigh the costs and benefits of adopting these solutions and ensure they have the resources necessary to manage associated risks before implementation.

Cybersecurity Threats

As previously mentioned, advancing industry technology, although beneficial, comes with additional cybersecurity exposures. What’s worse, some of the sector’s latest technology is evolving so quickly that it’s outpacing the software being developed to protect it, leaving it susceptible to cyberattacks. Especially as manufacturing businesses grow more reliant on technology to conduct essential operations and their digital supply chains become increasingly interconnected, cyberattacks have the potential to cause devastating disruptions and contribute to costly losses.

One of the most prevalent cybersecurity threats impacting manufacturing companies is ransomware. These incidents—which entail cybercriminals compromising a device or server and demanding a large payment be made before restoring the technology (as well as any data stored on it)—are one of the most damaging cyberattack methods, incurring an average of $353,000 in total losses per incident, according to a recent report from security service provider Coalition. Because manufacturing companies play an integral part in many global supply chains, cybercriminals often target this industry when launching ransomware to cause more widespread losses. These incidents have been on the rise for nearly a decade, and this trend is likely to continue in 2025 and beyond, paving the way for additional losses across the sector.

To help combat ransomware threats and other cybersecurity risks in the year ahead, it’s best for manufacturing businesses to bolster their digital defenses. In particular, manufacturing companies should prioritize strong cyber hygiene practices. This may include providing employees with routine cyber training, enabling multifactor authentication for access to all workplace accounts and devices, leveraging endpoint detection and response solutions, installing advanced antivirus and malware protection software, utilizing patch management systems to ensure regular software updates, segmenting and segregating critical networks, developing end-of-life software management policies, implementing email authentication technology, conducting frequent data backups and establishing cyber incident response plans.

Supply Chain Concerns

While the large-scale supply chain disruptions that occurred throughout the COVID-19 pandemic have dwindled, certain manufacturing inventory shortages and sourcing issues for raw materials will likely press on for the foreseeable future. These supply chain difficulties are tied to several factors, including global transportation delays due to widespread geopolitical tensions, cyberattacks, and extreme weather. The impacts of these difficulties on the manufacturing sector are twofold. First, raw material scarcities can minimize supply chain transparency, potentially causing communication breakdowns regarding available inventory and creating confusion amid production processes. Second, derailed deliveries for raw materials may prolong production timelines and delay the transportation of finished goods, thus elevating total logistics costs and compounding operational expenses.

In light of these concerns, it’s imperative for manufacturing businesses to reduce their risks by fostering supply chain resiliency. This may entail implementing more advanced inventory management policies, maintaining an adequate reserve of essential materials, building strong supplier relationships, diversifying supply chains by working with trusted vendors located across different geographic areas, investing in tracking technology to better monitor material shipments and uphold supply chain visibility, and developing contingency plans to help manage possible disruptions. In some cases, manufacturing companies may also want to consider offshoring or nearshoring. The former strategy involves moving production processes to a different location (typically out of the country), while the latter involves shifting these processes to a nearby area. Depending on a company’s unique operations, these strategies can sometimes help diminish supply chain disruptions, boost operational efficiencies, and lower production costs.

Regulatory and Compliance Challenges

The legal landscape for the manufacturing industry is ever-changing. The last few years have seen increased regulatory scrutiny at the local, federal, and international levels, particularly as it pertains to AI, data privacy, and environmental sustainability. For example, the U.S. Securities and Exchange Commission recently created new standards for publicly traded companies on AI-related and environmental disclosures, requiring additional reporting on their AI development and usage, carbon emissions, operational waste, and green initiatives. At least 15 states have also implemented their legislation on AI usage in various work settings and enforced stricter data privacy laws, affecting any manufacturing businesses that utilize this technology or make data-driven decisions. Moving forward, it’s certainly possible that other states will follow suit.

While the European Union’s General Data Protection Regulation has been in place for several years, the rising popularity of AI has motivated some regulators to reinforce that this legislation also applies to any sensitive information collected, processed, and stored via such technology, ultimately impacting any manufacturing businesses that leverage AI within their international operations. Additionally, upcoming changes to global tax laws, tariffs, and trade policies could have considerable effects on manufacturing companies’ existing sourcing issues for raw materials and related production processes, especially those with supply chains that extend overseas. Altogether, manufacturing businesses that neglect to keep up with these shifting regulations and modify their operations as needed could face serious noncompliance fines and penalties. With this in mind, manufacturing companies should consult trusted legal counsel to review applicable local, federal, and international laws and ensure their policies and procedures remain compliant.

Several trends are currently impacting the manufacturing sector, emphasizing the importance of staying informed and adaptive. By tracking these developments and mitigating any associated exposures, manufacturing businesses can effectively position themselves to promote long-term growth and boost operational success.

You work smart and so should your money. Our business banking options are designed to serve a broad range of organizations, from start-ups to non-profits and corporations. Learn more here!

This Risk Insights is not intended to be exhaustive nor should any discussion or opinions be construed as legal advice. Readers should contact legal counsel or an insurance professional for appropriate advice. © 2025 Zywave, Inc. All rights reserved.

The post Manufacturing Trends to Watch in 2025 appeared first on Choice Bank.

As part of our continued dedication to serving local small businesses, we are excited to offer the SBA 7(a) Working Capital Pilot Program, which expands access to credit and supports small business growth.

What is the SBA 7(a) Working Capital Pilot Program?

The SBA 7(a) Working Capital Pilot Program (WCP) is designed to provide small businesses with flexible and affordable lines of credit.

• Purpose: The program aims to help small businesses manage their working capital needs efficiently, supporting both domestic and international transactions.
• Loan Structure: It offers monitored lines of credit with a new annual fee structure, allowing businesses to pay only for the time they need the credit.
• Types of Loans:
  • Transaction-Based Loans: These allow businesses to access working capital earlier in their sales cycle, funding individual projects or orders.
  • Asset-Based Loans: These provide working capital against assets like accounts receivable and inventory, helping businesses manage cash flow and support supply chain resiliency.
• Loan Terms: The maximum loan size is $5 million, with up to 85% SBA guaranty for loans up to $150,000 and 75% for larger loans. The maturity can be up to 60 months.

“The benefits of this program are structured to provide more working capital to a business than they would qualify for conventionally,” said John Hicks, SBA Business Development Officer.

If you would like to learn more about the Working Capital Pilot Program and how it can benefit your company, please reach out to John Hicks, SBA Business Development Officer at Choice Bank at (612) 916-0165 or j.hicks@bankwithchoice.com, or Cristen Purdy, SBA Market President at (763) 398-5817 or c.purdy@bankwithchoice.com.

Every business is unique, and so is our financing. At Choice, we recognize small businesses impact the culture and economy from our local communities to nationally. An SBA loan can provide the long-term funding you need to take your small business to the next level. Learn more here!

The post SBA Launches Working Capital Pilot Program appeared first on Choice Bank.

Several important legal developments in 2024 include:

1. Captive audience bans
2. Final regulations implementing the Pregnant Workers Fairness Act (PWFA)
3. Paid medical and family leave laws
4. Creating a Respectful and Open Workplace for Natural Hair (CROWN) Acts
5. Expanded protected classes
6. Pay transparency
7. Increased enforcement of employees’ rights under the National Labor Relations Act (NLRA)

Action Steps

Outdated policies can expose organizations to unnecessary legal risks. Regularly reviewing and updating employment policies is an effective and cost-effective way for employers to protect themselves. By understanding the most important rules and regulations to review in 2025, employers can take steps to ensure their employment policies are current and reflect the most recent regulatory developments.

1. Captive Audience Bans

In 2024, several states passed or introduced legislation to bar employers from requiring employees to attend “captive audience” meetings on religious or political matters. These laws prohibit employers from coercing employees into attending or participating in meetings that are sponsored by the employer and that concern the employer’s views on religious or political matters, including union organization. The bans on captive audience meetings generally include exceptions for certain communications that employers are legally required to make.

Currently, 12 states have passed legislation allowing employees to opt out of captive audience meetings, including:

• Alaska (effective July 1, 2025)
• California (effective Jan. 1, 2025)
• Connecticut
• Hawaii (bans political speech only)
• Illinois (effective Jan. 1, 2025)
• Maine
• Minnesota
• New Jersey
• New York
• Oregon
• Vermont
• Washington

This trend is likely to not only continue in 2025 but also grow. For example, Maryland, Massachusetts, New Mexico, and Rhode Island have introduced similar laws that remain under consideration. Additionally, on Nov. 13, 2025, the National Labor Relations Board (NLRB) ruled that an employer violates the NLRA by requiring employees, under the threat of discipline or discharge, to attend a meeting in which the employer expresses its views on unionization. This decision only applies to future NLRB cases.

In light of this trend, employers should consider reviewing their employment policies regarding workplace meetings. For example, employers can draft policies that clearly indicate that workplace meetings regarding religious or political matters are voluntary and that employees will not be punished or benefited for either attending or not attending those meetings. Employers can also ensure that discussions of political or religious matters during required meetings, including discussions related to unionization, are prohibited.

2. PWFA Accommodations

The PWFA, which went into effect on June 27, 2023, requires reasonable accommodations for a qualified individual’s limitations related to pregnancy, childbirth, and related medical conditions. The PWFA requires employers with at least 15 employees to provide reasonable accommodations to workers with known limitations related to pregnancy, childbirth, or related medical conditions unless the accommodation will cause the employer an “undue hardship.” On April 15, 2024, the U.S. Equal Employment Opportunity Commission (EEOC) issued a final rule to implement the PWFA, which went into effect on June 18, 2024. The final regulation clarifies definitions and limitations under the PWFA and seeks to help employers understand their duties under the law. The final rule includes information to help employers meet their responsibilities under the new law.

The PWFA has significantly expanded workplace rights and protections for employees affected by pregnancy, childbirth, and related conditions, and employers will likely continue to face increased compliance burdens and litigation risks as they attempt to comply with the law. For example, under the PWFA, an individual affected by pregnancy or related conditions may be entitled to a reasonable accommodation for any need or problem they may have related to their personal health or the health of the pregnancy, regardless of severity. Additionally, many accommodations sought under the PWFA will likely be for modest or minor changes in the workplace for limitations that are temporary. The EEOC has also determined that four types of modifications, known as “predictable assessments,” will, in virtually all cases, be found to be reasonable accommodations that do not impose an undue hardship when sought by a pregnant worker. These modifications include allowing the pregnant individual to:

• Carry and drink water as needed
• Take additional restroom breaks
• Sit, for those whose work requires standing, and stand, for those whose work requires sitting
• Take breaks as needed to eat and drink

Since the law’s enactment, the EEOC has prioritized enforcing the PWFA, as evidenced by the agency filing five merit lawsuits under the law in fiscal year (FY) 2024. The agency will likely continue focusing on PWFA-related enforcement efforts in 2025 and beyond. Additionally, the number of private lawsuits claiming employers failed to accommodate pregnant workers will likely increase in 2025. As such, employers should review and familiarize themselves with this law. Savvy employers will look at the EEOC’s final PWFA regulations and consider including a policy in their 2025 employee handbook that explicitly addresses PWFA accommodations. Moreover, forward-thinking employers will increasingly engage in the interactive process with covered employees and applicants who require accommodations under PWFA. Establishing clear and written policies and procedures for pregnancy accommodations is a best practice for employer consistency and transparency. Employers can do this by articulating the employer’s commitment to assisting employees, outlining the employer’s process for requesting accommodations, specifying available accommodations, and providing guidelines for assessing requests. Employers must also ensure that these policies align with not only all provisions of the PWFA but also those of all applicable federal, state, and local laws to support legal compliance.

3. Paid Family and Medical Leave

Paid family and medical leave laws ensure workers continue receiving a portion of their wages when they’re unable to work under certain circumstances, such as illness or the birth of a child. In 2024, many states and localities enacted paid leave laws, and several states have proposed paid leave legislation pending. The trend of paid leave is expected to continue in 2025 as more states adopt paid family, medical, and sick leave laws. For example, in 2025, paid leave laws will become effective in Alaska, Maryland, Maine, Delaware and Michigan. Currently, nearly one-third of states (and the District of Columbia) have passed their own paid sick leave laws.

The requirements of each such law can differ significantly, which can raise compliance challenges—particularly for employers with a distributed workforce. In particular, each paid sick leave law may vary with respect to the amount of leave employees can take, the reasons leave may be taken, the method of accrual, and whether and in what circumstances sick leave can carry over from year to year. Additionally, some states are expanding the circumstances in which employees may take paid leave. For example, New York requires paid prenatal personal leave starting in 2025.

Because of the increasing number of states and localities adopting paid leave laws, employers need to ensure their leave policies are current and comply with local laws. It is critical to review existing policies to confirm they conform to state and local regulations of the location where employees physically work. An employer’s leave policies can clearly explain when employees are eligible for paid leave and any steps they must follow to request it. Employers should also verify their leave policies do not unintentionally discriminate against employees based on a protected class.

4. CROWN Acts

CROWN Act legislation has gained traction across state and local legislatures in recent years. As of 2024, 27 states and more than 50 localities have passed a CROWN Act. These laws intend to eliminate discrimination based on traits historically associated with race—specifically, hair textures and hairstyles. CROWN laws generally prohibit racially discriminatory workplace dress codes and hygiene policies that ban employees from maintaining certain hairstyles commonly or historically associated with race, such as afros, braids, twists, cornrows, locs, and other similar hairstyles.

In 2024, a nationwide CROWN Act was introduced in both houses of the U.S. Congress. Similar legislation was blocked in 2019 and 2022, so it is unclear whether the 2024 effort will experience the same fate. Nonetheless, employers should continue to track both state and federal legislation and take measures to ensure employees are protected from discrimination on the basis of such traits historically associated with race. Looking ahead to 2025, the EEOC has signaled that it will pursue discrimination claims related to hair texture and style.

As more states and localities adopt hair discrimination laws, employers must ensure their workplace dress codes, grooming policies, and related handbook provisions are current and comply with state and local laws. It is critical to review existing policies to ensure they accommodate different hairstyles by not banning or restricting certain hair textures and styles that are associated with race, national origin,n and ethnicity.

5. Expanded Protected Classes

In general, employers may not discipline, discharge, refuse to hire, or otherwise discriminate in terms, privileges, or conditions of employment on the basis of an individual’s protected class. Federal anti-discrimination laws protect individuals from discrimination based on race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, disability, age (40 or older), and genetic information. In recent years, several states have expanded the scope of characteristics that are protected under their anti-discrimination laws.

In addition to hair-based discrimination protections discussed above, states and municipalities have expanded antidiscrimination protections to the following classes:

• Height and weight (Michigan, District of Columbia, and New York City)
• Caste (Seattle and Fresno)
• Marital or family status (nearly half of states)
• Actual or perceived family responsibilities (Illinois)
• Reproductive health decisions, including termination of pregnancy (California, Delaware, Hawaii, Illinois, and New York)
• Sexual orientation, gender expression, and gender identity (more than half of states)
• Military status (California, Connecticut, Illinois, Massachusetts, New Jersey, New York, Ohio, Rhode Island, Virginia, and Washington);
• Victims of domestic violence (California, Connecticut, New York, Illinois, and Rhode Island)

Employers must ensure that their workplace policies keep up with the expansion of protected classes under state and local anti-discrimination laws. Employers should review and revise their discrimination policies to address any new protected classes in the locations where their employees are located. Additionally, employers should monitor for state and local legislative action expanding protected classes that may impact their workforce.

6. Pay Transparency

Pay transparency laws have increased in recent years, and states continued to pass and introduce pay transparency legislation in 2024. In general, pay transparency is when an employer openly communicates pay-related information to prospective and current employees through established practices. These laws aim to address pay inequality and promote wage transparency by requiring employers to disclose compensation information and increasing employee access to salary data. While these laws vary in their requirements, they often require employers to post salary ranges in job postings or disclose salary information to existing employees and job applicants.

Colorado started the trend of pay transparency laws when it enacted the first legislation of its kind in 2021. Between 2021 and 2024, additional pay transparency laws took effect in Maryland, Connecticut, Nevada, Rhode Island, Washington, California, New York and several municipalities. More states continued the trend in 2024, with new pay transparency legislation taking effect in Hawaii and the District of Columbia, along with expanded requirements in Maryland. Additional pay transparency laws will take effect on Jan. 1, 2025, in Illinois, Minnesota, and Vermont, and on July 31, 2025, in Massachusetts. As applicable laws and regulations related to pay transparency vary based on jurisdiction, employers must consider their legal obligations. This involves any jurisdiction where their employees physically work. Some jurisdictions’ laws only require employers to provide pay ranges if the candidate requests it; others, like California’s pay transparency law, require employers to disclose this information upfront.

Given the rapid spread of pay transparency laws, even if employers are currently unaffected by pay transparency mandates, they should consider developing strategies to address this issue, as pay transparency likely already impacts them directly or indirectly. Employers can protect themselves and help ensure compliance with applicable laws by understanding applicable pay transparency requirements and regularly reviewing job postings. Employers should consider implementing practices—such as publishing pay scales for their open positions or hosting informational training sessions on pay-related topics—and updating their employment policies accordingly.

7. NLRA Employee Rights

Section 7 of the NLRA grants employees the right to engage in concerted activity for the purpose of collective bargaining and mutual aid or protection. These protections apply to both unionized and nonunionized nonsupervisory employees. Concerted activity generally includes any activity by a group of employees attempting to improve wages, hours, and working conditions for the group. As a result, the NLRA generally prohibits employers from maintaining or applying policies that interfere with employees’ rights to engage in union or other concerted activities.

In recent years, the NLRB has been very active in enforcing the NRLA. During the first half of FY 2024, there was a 7% increase in unfair labor practices (ULP) charges. This increase in ULP charges follows a trend over the last few years. For example, in FY 2023, ULP charges increased 10% compared to FY 2022 and 19% in FY 2022 compared to FY 2021.

In addition to prioritizing enforcement actions, the board has expanded potential remedies under the NLRA, placed restrictions on confidentiality and nondisparagement provisions in severance agreements of nonsupervisory employees, and revised its test for determining whether an employer’s policy or workplace rule infringes on employees’ protected concerted activity. Therefore, it’s critical that employers ensure their workplace policies related to employee conduct and speech do not infringe upon employees’ rights under Section 7. Employers should consider reviewing the following policies:

• Personal conduct
• Nondisparagement
• Conflicts of interest
• Confidentiality provisions related to wages, discipline, investigations, and harassment complaints
• Outside employment
• Audio and video recording in the workplace
• Restrictions on speaking to the media
• Electronic communications
• Complaint policies
• Class action waivers
• Dress codes and uniform policies
• Solicitation and distribution policies
• At-will employment waivers
• Social media policies

This Compliance Bulletin is not intended to be exhaustive nor should any discussion or opinions be construed as legal advice. Readers should contact legal counsel for legal advice. ©2024 Zywave, Inc. All rights reserved.

The post 7 Employment Policies to Review in 2025 appeared first on Choice Bank.