Sensenig Law Firm

Call Directions Website Contact the business

Sensenig Law Firm We are proactive in keeping our clients up to date with current and existing laws. We are proactive in keeping your workplace in compliance with the law.

We do this by listening to our clients, by providing policies tailored to those needs, and by working together to create a productive legally compliant workplace. We do this not only by providing clients with the best policies and procedures, but by providing the necessary training and education to ensure that your policies are understood by the entire team. We provide clients firsthand support from our very first meeting, until all of your needs are met.

Medical ma*****na may be legal in Florida, but that does not mean employees are protected from workplace consequences.Th...
09/03/2026

Medical ma*****na may be legal in Florida, but that does not mean employees are protected from workplace consequences.

The Second District Court of Appeal has reversed the trial court decision in Giambrone v. Hillsborough County, meaning Florida employers are no longer required to accommodate medical cannabis use under that ruling.
That is a major shift for employees and employers alike.

The case involved a firefighter-paramedic, off-duty medical cannabis use, a positive drug test, and whether Florida law required the employer to accommodate that use. The appellate court said no, reversing the prior win for the employee.
So what does that mean now?

Employers should review their drug-free workplace policies, testing procedures, reasonable suspicion standards, and workers’ compensation risks. Employees with medical cannabis cards should also understand that legal use does not necessarily mean job protection.

Our latest article breaks down what changed, what did not, and why this issue is far from over.

👉 Read more:

Florida employers are no longer required to accommodate medical ma*****na use after the Second District Court of Appeal reversed Giambrone. Learn what this means for workplace drug policies, reasonable suspicion testing, workers’ compensation, and employee protections.

The Lindsay Clancy trial has sparked questions, theories, and countless online debates.On the latest *W**e by the Case*,...
08/27/2026

The Lindsay Clancy trial has sparked questions, theories, and countless online debates.

On the latest *W**e by the Case*, Alexis and Chris dig into the evidence and speculation surrounding the case, including Apple Watch data, surveillance footage, the 911 call, timeline questions, and the details that have fueled conspiracy theories online.

What is evidence? What is speculation? And why has this case captured so much attention?

Pour a glass and join the conversation.

🍷 Watch the full episode: https://www.youtube.com/watch?v=ujgWXslvh-0

What detail stands out most to you?

**eByTheCase

🍷 *Welcome to W**e by the Case*, where we uncork legal insights one...

Florida is suing ChatGPT. Yes, ChatGPT. ⚖️🤖Florida Attorney General James Uthmeier has filed a first-of-its-kind state l...
08/25/2026

Florida is suing ChatGPT. Yes, ChatGPT. ⚖️🤖

Florida Attorney General James Uthmeier has filed a first-of-its-kind state lawsuit against OpenAI and CEO Sam Altman, raising some seriously big questions about AI.

Should AI have stronger guardrails?
How should AI platforms protect children?
Are your ChatGPT conversations actually private?
Could an AI conversation someday show up in court?
And is ChatGPT really comparable to a Google search?

We get into all of it on the latest W**e by the Case, including the viral “Unhinged ChatGPT” trend and one very Florida story involving a cat, lime and rain.

Our featured w**e is a Stolpman Vineyards Syrah-Sangiovese blend from Ballard Canyon, earning an 8.5/10 from the panel.

🎥 Watch the full episode: https://www.youtube.com/watch?v=ZcvUA1Y-XYU

**eByTheCase

Is ChatGPT dangerous? Should AI have guardrails?In this episode o...

You may have seen the headline: “Employees No Longer Compensated for Midday Travel.”Not so fast.The Department of Labor’...
08/17/2026

You may have seen the headline: “Employees No Longer Compensated for Midday Travel.”

Not so fast.

The Department of Labor’s latest Opinion Letter does address midday travel, but the exception is much narrower than the headline suggests. In short, some travel to or from an employee’s home during the workday may be non-compensable if it primarily benefits the employee.

That does not mean employers can stop paying for travel between worksites. It also does not mean travel time suddenly disappears from payroll whenever it becomes inconvenient.

If your employees travel during the workday, this is a good time to review your policies before a small payroll mistake turns into a wage-and-hour problem.

Read the full article:

A new DOL Opinion Letter says some midday travel to or from an employee’s home may be unpaid, but the rule is narrower than the headlines suggest. Employers should review compensable travel time, remote work policies, and Portal-to-Portal Act compliance before making payroll changes.

Seven minutes may not sound like much.But seven unpaid minutes per employee, per shift, over two years, with potential d...
06/04/2026

Seven minutes may not sound like much.

But seven unpaid minutes per employee, per shift, over two years, with potential double damages and attorney’s fees, can become a very expensive “oops.”

The U.S. Department of Labor recently issued an Opinion Letter addressing pre-shift work, de minimis time, clock rounding, and when employers must pay non-exempt employees under the Fair Labor Standards Act.

The big takeaway? If an employee performs work that is integral to the job, they should be on the clock. And if your timekeeping system rounds time in a way that mostly benefits the employer, that is not a harmless shortcut. That is a problem.

Our latest article breaks down what employers need to know before a few minutes turn into a full-blown wage claim.

Read more: https://www.senseniglawfirm.com/news/2026/6/4/the-dol-issued-3-opinion-letters-this-month-time-to-pay-attention-todays-focus-the-pre-shift-activities-dol-opinion-letter

The DOL’s latest Opinion Letter tackles pre-shift work, de minimis time, clock rounding, and when employees must be paid under the FLSA. Employers should review timekeeping practices now to avoid small daily wage issues that can quickly become expensive legal problems.

The FTC is back in the ring with non-compete agreements.Again.But before business owners panic, the bigger question is n...
05/28/2026

The FTC is back in the ring with non-compete agreements.

Again.

But before business owners panic, the bigger question is not whether non-competes are “banned.” It is whether they are the right tool in the first place.

In many cases, a non-compete is the legal equivalent of using a sledgehammer when a scalpel would do. A well-drafted non-solicitation agreement may protect your client relationships, confidential information, and business interests with far less drama.

Our latest article breaks down the FTC’s newest action, why the headline may be louder than the outcome, and why restrictive covenants should be drafted with strategy — not panic.

Read more:

The FTC is taking another swing at non-compete agreements, but business owners should not panic or assume every restrictive covenant is dead. Learn why non-solicitation clauses may offer stronger, cleaner protection for client relationships, confidential information, and legitimate business interest

Is a Performance Improvement Plan now considered workplace “harm”?After the Supreme Court’s 2024 decision in Muldrow v. ...
05/22/2026

Is a Performance Improvement Plan now considered workplace “harm”?

After the Supreme Court’s 2024 decision in Muldrow v. City of St. Louis, employers had good reason to wonder whether the legal ground had shifted under their feet. The new standard lowered the bar from “significant harm” to “some harm” in Title VII discrimination claims.

Cue the employer panic. Reasonable. Not cute, but reasonable.

But Walsh v. HNTB gives business owners some much-needed breathing room. The court found that a PIP, by itself, is not automatically discriminatory or an adverse workplace action, especially when the employee completes the plan and keeps their job.

That does not mean PIPs are risk-free. It means they need to be fair, documented, consistent, and tied to actual performance issues.

Read the full article from Sensenig Law Firm at

After the Supreme Court’s Muldrow decision lowered the Title VII harm standard, employers feared routine workplace actions could trigger discrimination claims. Walsh v. HNTB offers some relief, finding a successful PIP is not automatically workplace “harm.” Here’s what business owners should...

Have you been recorded by an AI notetaker yet?Maybe at work. Maybe during a Zoom call. Maybe at a doctor’s office, somew...
05/18/2026

Have you been recorded by an AI notetaker yet?

Maybe at work. Maybe during a Zoom call. Maybe at a doctor’s office, somewhere between the clipboard, the HIPAA form, and the “I definitely read this” signature line.

AI notetakers may seem harmless, but the legal issues are anything but. Consent, confidentiality, data retention, attorney-client privilege, employment discrimination, and privacy risks are all on the table.

And yes, there’s already litigation.

Read the full article:

AI notetakers may seem convenient, but they can create serious privacy, consent, confidentiality, and employment law risks. Learn what businesses should consider before allowing AI tools to record meetings or handle sensitive information.

Did you know 80% of businesses never sell? 🍷💼 On this episode of W**e by the Case, we sit down with business broker Jess...
03/25/2026

Did you know 80% of businesses never sell? 🍷💼

On this episode of W**e by the Case, we sit down with business broker Jessica Peterson to talk about why most business sales fail — and how to make sure yours doesn’t.

We discuss:
💼 Messy books and unrealistic valuations
📉 Why owners wait too long to sell
🏢 Commercial real estate and business value
🧠 Succession and exit planning
📊 What buyers actually look for

Plus we feature a crisp 2021 Chenin Blanc from Herringer Estates.

👉 Watch the episode:

Why do only 2 out of 10 businesses actually sell? 🤯 In this episode of W**e by the Case, we sit down with real estate expert and business broker Jessica Pet...

Scaling your business doesn’t mean hiring a full executive team anymore. 🍷💼In this episode of W**e by the Case, Jen Smit...
03/19/2026

Scaling your business doesn’t mean hiring a full executive team anymore. 🍷💼
In this episode of W**e by the Case, Jen Smith breaks down how a fractional COO can help you grow smarter, streamline operations, and avoid unnecessary overhead.

We’re talking:
✔️ Fractional leadership (COO, CFO, CMO)
✔️ Legal + contract realities
✔️ The future of flexible work
✔️ And the big one… who are you without your title?

Plus, we’re sipping on a sparkling rosé that absolutely overdelivers 🍷

Watch now 👉

In this episode of W**e by the Case, we sit down with powerhouse entrepreneur Jen Smith, a fractional COO who is redefining how modern businesses operate.Fro...

Address

1515 Ringling Boulevard Suite 230
Sarasota, FL
34236

Opening Hours

Monday 9am - 5pm
Tuesday 9am - 5pm
Wednesday 9am - 5pm
Thursday 9am - 5pm
Friday 9am - 12pm

Telephone

+19419532828

Website

Alerts

Be the first to know and let us send you an email when Sensenig Law Firm posts news and promotions. Your email address will not be used for any other purpose, and you can unsubscribe at any time.

Contact The Business

Send a message to Sensenig Law Firm:

Shortcuts

Share

Category