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We have an employee who is off work recovering from a work-related injury (workers’ comp). They won’t be cleared for work at the time of our holiday party, but are asking to attend. Is it appropriate to let them? We’d love for them to come but are wondering about further injury/liability.

Age, sex, religion, disability and marital status are just some of the characteristics commonly revealed by the most cursory—or even accidental—social media search. But just because you can access sensitive information easily doesn’t mean you should. Here are some suggestions for a social media policy that makes sense and avoids legal problems.

States across the country are moving toward mandatory written violence prevention plans, regular risk assessments, employee training and anti-retaliation protections. Because the legal landscape is rapidly evolving, employers should review and update their workplace violence policies at least annually and confirm compliance with their state’s most current requirements.

Eventually, the federal government shutdown will end, but bringing federal agencies back online will take time. That means employers will have to exercise patience as they look for guidance. Here’s how the reopening is expected to roll out and what it means for employers.

Typically, the end of one year, or the beginning of a new one, is when HR departments take the time to update their company handbooks. No matter when your HR team conducts this task, your handbook should include these sections.

Employers can’t simply look at an injury or disability and conclude that the individual can’t do their job or the one they’re applying for. Employers that set a strict limit based on assumptions about the individual’s abilities violate the ADA whether the employee is disabled or just assumed to be.

With Election Day taking place on Nov. 4, now is the time to remind your employees of your company’s voting policy. And if you don’t have this in place, it’s time you created one.

Action from the Department of Labor, the Department of the Treasury and the Department of Health and Human Services makes it easier for employers to provide infertile employees with fertility coverage outside their regular health insurance coverage.

As the PUMP Act approaches its third anniversary, lawsuits are piling up. A recent big win for a new mother highlights what happens if employers don’t accommodate pumping and then punish that worker when she takes unauthorized pumping breaks.

Providing a harassment-free workplace is essential, and that includes keeping language respectful. But what happens if an employee uses an epithet that’s typically aimed at individuals who belong to the same protected class the speaker belongs to? Do they get a pass?