NASHVILLE, Tenn. — Workplace lawsuits often arise not from intentional misconduct but from routine situations. A denied schedule request, an unclear policy, or a quick decision made without full review can trigger disputes that later develop into costly legal claims.
During a recent National Federation of Independent Business webinar, employment attorney Tony Dalimonte of Foster Swift Collins & Smith discussed employment law risks that small-business owners should monitor in 2026. Small employers face lawsuits as frequently as larger organizations, he notes, and the impact can be significant. His guidance stressed prevention, consistent practices and careful documentation.
Once attorneys or regulators become involved, routine workplace decisions can face close scrutiny. Addressing issues early and maintaining clear, consistently applied policies can help limit legal exposure.
Part 1 of this article addressed the employee handbook and why consistent application and employee acknowledgement matter. Part 2 examined wage and hour claim, employee status, and EEOC’s focus. Let’s conclude:
A PREVENTION-ORIENTED APPROACH
Dalimonte encourages laundry business owners to focus on prevention rather than reacting when problems arise. Reviewing the handbook at least annually can help ensure that policies reflect both current law and actual business practices. Managers should understand them and apply them consistently.
Regular audits of wage and hour practices can help confirm compliance with minimum wage requirements and overtime rules. Reviewing exempt classifications and sick leave policies can also help prevent disputes.
Accommodation requests should be treated as an ongoing process rather than a simple yes-or-no decision. Recognizing requests early, gathering documentation and engaging in good-faith discussions can make a meaningful difference.
Training managers on employment law basics is also important. Managers make daily decisions that can create legal exposure, and they should know when to escalate concerns and how to follow company procedures.
Documentation remains one of the most important protective tools. Many employment disputes come down to credibility. Written records provide the factual support that courts and agencies rely upon.
STARTING THE YEAR STRONG
As 2026 reaches springtime, Dalimonte suggests choosing one area to strengthen — updating the handbook, reviewing wage practices or training managers. Small steps taken consistently can help reduce the likelihood of costly disputes.
When uncertainty arises, pausing to seek guidance and documenting decisions can go a long way toward preventing problems. The goal is not perfection but awareness, consistency and preparation. By focusing on those principles, laundry business owners can reduce risk and build stronger workplace practices in the year ahead.
If you missed an earlier part: Part 1 — Part 2
Have a question or comment? E-mail our editor Bruce Beggs at [email protected].
