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Here's the top 10 reasons you need a will.

I urge you to do a careful review of your employee handbooks sooner rather than later—when the NLRB, DOL, or EEOC is staring down the barrel of its guns at you.

According to a January report from the large national employment law firm, Seyfarth-Shaw*, the value of class-based employment-related litigation and enforcement actions reached an all-time high in 2015.

The New Year is a good time to review employee pay practices. Wage and hour lawsuits continue to be the most fertile area for employee claims against employers.

The fight continues between employers and the U.S. Department of Labor (DOL), the Internal Revenue Service (IRS), and state employment agencies over who can truly be classified as independent contractors. Misclassification can be tragic for employers. Don't let your business be one of the targets.

These anticipated changes are likely to have a significant impact on employers across all industries, particularly those employers with a lot of front­‐line managers and assistant managers classified as exempt and those employers that use the professional and administrative exemption for many of their entry­‐level positions.

Employers still have the right, however, to restrict weapons in the workplace. But they must take specific steps to exercise that right. If an employer decides that it wants to prohibit open or concealed carry of weapons at work, it should review and revise current policies or adopt new ones as needed.

Many people have no idea what state law says about distribution of their property if they die without a will (intestate). With blended families, the issues can become complicated.

Most young people cannot conceive that they might die in the near future. Younger people, particularly those with minor children, have as great or greater need to have a will as older folks do. Failure to take care of estate planning can cost 10's of thousands of dollars in expenses which could have been avoided.

First Proposed Revision - Salary Basis Test: One issue raised is that the $455/wk. salary is too low to justify exempting many workers from receiving overtime for many socalled white collar workers. This wage amounts to $23,600.00 per year. This baseline figure has not been updated since 2004. This failure to update the overtime regulations leads to an exception to overtime eligibility originally meant for highly-compensated executive, administrative, and professional employees, who earn little more than the wages for a poverty-level family of four wages.