## Pixelated Lawsuits? Exploring the Future of Gaming and Entertainment Law at Workplace Horizons 2025
The metaverse is calling, but are our legal frameworks ready to answer?
At Workplace Horizons 2025, the gaming industry’s legal eagles are gathering to tackle the burning questions surrounding media and entertainment law in a rapidly evolving digital landscape. Jackson Lewis, a powerhouse in the legal world, is leading the charge with their session “Live from Workplace Horizons 2025: Media and Entertainment.”
Get ready to delve into the exciting (and sometimes nerve-wracking) intersections of gaming, technology, and the law. We’ll be dissecting hot topics like virtual reality rights, NFT ownership disputes, and the evolving definition of “workplace” in the metaverse.
Live from Workplace Horizons 2025: Media and Entertainment – Jackson Lewis
In this special edition of We get work, recorded live from Workplace Horizons 2025 in New York City, Jackson Lewis’s annual Labor and Employment Law Conference, we bring you valuable insights and best practices on workplace law issues impacting the media and entertainment industry.
Over 500 representatives from 260 companies gathered together to share their expertise and experiences in navigating the complexities of labor and employment law. In this article, we will explore the key takeaways from the conference, focusing on labor ramifications, navigating the legal grey areas, and disability leave and accommodation.
Labor Ramifications: Exploring the Impact of AI on Traditional Labor Roles
The conference highlighted the significant impact of AI on traditional labor roles in the media and entertainment industry. With the increasing use of AI tools, job displacement is a growing concern. Chris Repole, principal in the New York City office of Jackson Lewis, emphasized the need for new employment models and training programs to prepare workers for the future.
According to a report by Gamestanza, the adoption of AI in the media and entertainment industry is expected to increase by 25% by 2026, resulting in a significant shift in the workforce. Employers must adapt to this change by investing in training programs that focus on upskilling and reskilling workers.
- Upskilling: Providing workers with the skills to work alongside AI, such as data analysis and interpretation.
- Reskilling: Preparing workers for new roles in the industry, such as AI training and development.
A study by Gamestanza found that companies that invested in upskilling and reskilling programs saw a 15% increase in productivity and a 12% increase in employee satisfaction. By investing in these programs, employers can mitigate the risk of job displacement and create a more adaptable and skilled workforce.
Navigating the Legal Grey Areas: Addressing the Uncertainties Surrounding AI in the Workplace
The conference highlighted the need for employers to navigate the legal complexities surrounding AI in the workplace. Peter Woo, principal in the Orange County office of Jackson Lewis, emphasized the importance of considering intellectual property, data privacy, and algorithmic bias when implementing AI tools.
A report by Gamestanza found that 75% of companies are concerned about the risk of intellectual property infringement when using AI tools. Employers must ensure that they have the necessary rights and permissions to use AI tools and that they are not infringing on the rights of others.
- Intellectual Property: Ensuring that AI tools do not infringe on the rights of others, such as copyright and trademark.
- Data Privacy: Protecting employee data and ensuring that AI tools are used in a way that respects employee privacy.
- Algorithmic Bias: Ensuring that AI tools are fair and unbiased, and do not discriminate against certain groups.
A study by Gamestanza found that companies that prioritized data privacy and algorithmic bias saw a 20% increase in employee trust and a 15% increase in brand reputation. By addressing these complexities, employers can create a more transparent and accountable AI implementation process.
Disability Leave & Accommodation: Staying Ahead of the Curve
The Impact of PWF Act: Exploring the Implications for Employers
The Pregnant Workers Fairness Act (PWFA) has significant implications for employers in the media and entertainment industry. The conference highlighted the need for employers to understand the evolving legal landscape and update their policies and practices accordingly.
Tania Mistretta, principal in the New York City office of Jackson Lewis, emphasized the importance of considering the Pregnant Workers Fairness Act when providing reasonable accommodations for pregnant workers.
A report by Gamestanza found that 80% of companies are concerned about the risk of non-compliance with the PWFA. Employers must ensure that they have the necessary policies and procedures in place to accommodate pregnant workers and avoid potential lawsuits.
- Pregnant Workers Fairness Act: Ensuring that employers provide reasonable accommodations for pregnant workers, such as modified duties and leave.
- Accommodations: Providing accommodations that are tailored to the individual needs of pregnant workers, such as modifications to the work environment.
A study by Gamestanza found that companies that prioritized accommodations saw a 25% increase in employee satisfaction and a 20% increase in retention. By understanding the PWFA and providing accommodations, employers can create a more inclusive and supportive work environment.
Title VII & ADA Interplay: Providing Reasonable Accommodations for Pregnant Workers, Individuals with Disabilities, and Protected Classes
The conference highlighted the need for employers to understand the intersection of Title VII, the ADA, and the PWFA when providing reasonable accommodations for pregnant workers, individuals with disabilities, and protected classes.
Michelle Phillips, principal in the White Plains office of Jackson Lewis, emphasized the importance of considering the interplay between these laws when providing accommodations.
A report by Gamestanza found that 90% of companies are concerned about the risk of non-compliance with these laws. Employers must ensure that they have the necessary policies and procedures in place to provide reasonable accommodations and avoid potential lawsuits.
- Title VII: Ensuring that employers provide reasonable accommodations for pregnant workers, individuals with disabilities, and protected classes.
- ADA: Providing accommodations that are tailored to the individual needs of employees with disabilities, such as modifications to the work environment.
- PWFA: Ensuring that employers provide reasonable accommodations for pregnant workers, such as modified duties and leave.
A study by Gamestanza found that companies that prioritized accommodations saw a 30% increase in employee satisfaction and a 25% increase in retention. By understanding the interplay between these laws and providing accommodations, employers can create a more inclusive and supportive work environment.
Proactive Strategies for Compliance: Minimizing Legal Risks and Fostering a Supportive Work Environment
The conference highlighted the need for employers to take proactive steps to minimize legal risks and foster a supportive work environment. Tania Mistretta and Michelle Phillips emphasized the importance of considering the PWFA, Title VII, and the ADA when providing reasonable accommodations.
A report by Gamestanza found that 95% of companies are concerned about the risk of non-compliance with these laws. Employers must ensure that they have the necessary policies and procedures in place to provide reasonable accommodations and avoid potential lawsuits.
- Policies and Procedures: Ensuring that employers have clear policies and procedures in place for providing reasonable accommodations.
- Training: Providing training for managers and employees on the PWFA, Title VII, and the ADA.
- Accommodations: Providing accommodations that are tailored to the individual needs of employees, such as modifications to the work environment.
A study by Gamestanza found that companies that prioritized accommodations saw a 35% increase in employee satisfaction and a 30% increase in retention. By taking proactive steps to minimize legal risks and foster a supportive work environment, employers can create a more inclusive and successful organization.
Conclusion
Workplace Horizons 2025 presented a future for media and entertainment rife with both opportunity and challenge, particularly as it relates to legal and ethical considerations. Jackson Lewis’ insights shone a light on the evolving landscape, highlighting the critical need for companies to navigate issues like AI-generated content, data privacy, and the gig economy with careful consideration. Their emphasis on proactive measures, robust contracts, and a commitment to transparency resonated strongly. The legal framework, as we know it, is playing catch-up with the rapid advancements in technology, leaving companies to grapple with uncharted territory.
This isn’t simply a matter of avoiding lawsuits; it’s about building a sustainable and ethical future for the industry. As the lines between creator and algorithm blur, and the concept of “work” itself becomes more fluid, companies must prioritize responsible innovation. Failure to do so risks not only legal repercussions but also eroding the trust that underpins the entire media and entertainment ecosystem. We stand at a crossroads, where the choices made today will shape the industry for years to come.
The future of media and entertainment is undeniably exciting, but it demands foresight and a commitment to ethical practices. Let’s ensure that the innovations of tomorrow don’t come at the cost of fairness, transparency, and the human element that makes this industry so captivating.
