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Want to know why retaliation claims turn out so well, so often, for angry employees? Look no further than basic human psychology. Most of us have never actually felt the full emotional brunt of an overt act of racial, sexual or age discrimination at work. But we can all quickly identify with the feeling of being persecuted for something we’ve said or done.

When it comes to selecting the best candidates, going deeper than just face value should be a routine practice. A nationwide survey conducted by Harris Poll for CareerBuilder found that employers wrongly buy in to several myths about background checks.

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.

Three Whole Foods employees claim the company’s benefits plan violates ERISA because plan administrators aren’t acting in the smoking employees’ best interests when they refuse to refund surcharges after employees quit using tobacco products.

It’s important to think about legal issues when disciplining. But real-life discipline has a much simpler imperative: Make sure employees don’t repeat their mistakes.

To avoid litigation, many employers conduct internal audits to ensure pay equity when employees perform substantially identical work. If you decide to run a pay-equity audit, be prepared to show exactly how you conducted it.

Can an employee use intermittent FMLA leave to go to doctors’ appointments for chronic conditions even if the employee is not incapacitated and can still perform essential job duties?

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.

In February, the acting general counsel of the National Labor Relations Board notified board staff that he had rescinded select guidance issued by the NLRB’s former general counsel. The move indicated that the NLRB will change how it handles unfair-labor-practices findings, employee monitoring, union elections and much more.

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.