News

It is widely assumed that the NLRB will not bring any cases alleging that a stay-or-pay provision is automatically invalid under the NLRA during this administration. Several other federal agencies have also expressed the view that these agreements are too restrictive, in that they bind employees to jobs they don’t want by threatening large financial penalties for those who quit.

Do you wear your seatbelt? If you do, you’re a lot less likely to be injured in a car accident. Diversity, equity and inclusion policies, according to guidance issued by 16 states, operate in much the same way—good DEI policies lessen the possibility of unlawful discrimination in the workplace.

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.