please read and write a response in agreement of there post with 200 words and use the references listed and ask a follow up question

Employers, and more specifically the HR departments of organizations, are tasked with keeping up to current legal and regulatory standards. Aside from corporate and company values, they must prioritize legal processes and ensure their workforce is following all necessary steps. There are always changing trends in employment litigation, and itis up to HR to navigate the challenges that come with. One of the main emerging trends in employment litigation is remote work. After the Covid-19 pandemic, lutte mera) oll Mere TLC lal te Ral Time) sl ladle Le M en R Ce Ui R TERE | CARL.) remote work trend is here to stay. According to the National Trial Lawyers (2025), the remote work trend causes employers to \"__ grapple with ensuring compliance with wage and hour laws, maintaining workplace safety standards remotely, and addressing concerns about employee privacy and data security.\" HR departments across the world must now implement new protocols to ensure data of employees and clients is secure, and adhere to specific legislation with new remote protocols. Another rapidly emerging trend in employment litigation is how to utilize and navigate artificial intelligence (Al). Al is rapidly expanding not only in our society, but in our workplaces. HR must be able to balance the new implementation of Al in the companies, as well as maintaining human roles and jobs \"this technological shift brings legal challenges, including potential job displacement and the need for new regulatory frameworks\" (Edwards & Green, 2025). If jobs were to be replaced due to Al, there needs to be HR implemented processes to either relocate the employee or provide proper compensation. Privacy and security concerns also arise when considering Al. With all these new employment law trends being considered, HRM teams need to develop a game plan and try to create a vision for their company and employees moving forward. In order to stay ahead of these everchanging employment laws, HRM must host regular training sessions, bring subject matter experts (SMEs) on staff, establish proper lines of communication for questions or concerns, and consistently check resources for updates and requirements (Expert Panel, 2023). HRM is the glue to an organization, and all the employees rely on them for proper updates and insight on the everchanging laws of the workforce. Using research to determine trends and establishing game plans will help HRM prepare their organizations for any w/e] me) meat con 2025 Employment Law Trends: Navigating the Shifting Landscape and What Employers Need to Know. (2025). Goldberg Segalla. https w. goldbergsegalla.comews-and-knowledge/knowledge/2025- employment-law-trends-navigating-the-shifting-landscape-and-what-employers-need-to-know/ Challenges in Employment Law: Recent Trends and Cases. National Trial Lawyers. https://thenationaltriallawyers.org/article/employment-law-trends-and-cases Expert Panel. (2024, August 12). Council Post: Nine Ways HR Managers Can Stay Ahead Of Labor And Employment Laws. Forbes. https://www.forbes.com/councils/forbeshumanresourcescouncil/2023/01/20ine-ways-hr-managers-can- stay-ahead-of-labor-and-employment-laws/ Mello, J. A. (2024). Strategic Human Resource Management (6th ed.). Cengage Learning US