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As we march towards 2019, there is no letup in sight for the number of employment disputes and conundrums that employers will face from employees in 2019. While it remains to be seen how the political landscape influences the prospect of new employment legislation on a federal and local level, employers can be certain that they will have to be proactive to reduce the likelihood (and exposure) of claims from employees. Whether it is the #MeToo movement, plaintiffs’ lawyers’ continued love affair with wage and hour claims or a renewed focus on retaliation/whistleblower protections, employers need to take inventory of their personnel policies and practices and what they are doing to position themselves into a strong legal position.