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The clock starts ticking when an employee files a complaint. Human resources professionals have a short window to build trust with the complaining employee and demonstrate that their concerns are being taken seriously. Keep these three tips in mind when facing a workplace investigation.

The EEOC has issued new guidance “focused on educating the public about unlawful discrimination related to ‘diversity, equity and inclusion’ in the workplace.” It’s the latest salvo in the Trump administration’s ongoing effort to stamp out DEI initiatives not just in the federal government but also in the private sector.

Conducting workplace investigations is one of the most challenging and most important duties that HR professionals must take on. How you respond to complaints about harassment or other misconduct can have huge legal and practical implications for your organization.

As employees begin making summer vacation plans, now might be a great time to take a fresh look at your vacation policy. Here are some of the issues a good vacation policy addresses.

Best practices when breaking the bad news.

Employment at-will means employers and employees alike are free to end the employment relationship at any time for any reason, or even no reason at all. One employer recently got lost on that two-way street.

It takes careful planning to conduct a successful investigation. These six steps will help you gather facts in a way that leads to the best possible understanding of what happened and how your organization should respond.

To protect against reverse-discrimination charges, thoroughly review all your training and development opportunities to ensure they don’t violate Title VII of the Civil Rights Act and other anti-discrimination laws. That way, if an outside party or the government says your programs are biased against any group, you will be able to refute those allegations.

As an employer, you realize that employees need time off. Employees and family members get sick or they simply need time to rest and refresh. This is true of fully remote or hybrid workers. But figuring out what benefits they may be eligible for isn’t easy. Here’s the breakdown.

While the NLRB is easing up, state legislatures are doubling down on efforts to kill noncompetes.