In general, does the fact that you were sued by your employees (regardless of the outcome) automatically imply that you should change your compensation and HR policies? (a) In the present case, are...

In general, does the fact that you were sued by your employees (regardless of the outcome) automatically imply that you should change your compensation and HR policies? (a) In the present case, are there any changes to compensation and HR policies that you’d recommend? If so, explain what they are, how they’d help, and how they depend on the Court’s decision, if at all?