News

All goals-oriented interview questions should be business related, broadly defined.

Union organizing activity in the United States has been on an upswing, and HR professionals who wait until a union card campaign is underway to think about their response are already behind.

If you’re like many workplaces with a wide range of generations represented among employees, you may be hearing language that’s at once new and unfamiliar but feels vaguely uncomfortable in a way you may not be able to put your finger on exactly.

Oakland, Portland and Olympia have passed laws expanding antidiscrimination protections to nontraditional family structures—multigenerational households, multiple-family households and even polyamorous families. Employers operating in any of these West Coast cities should note the new coverage, which often spreads from cities to broader statewide protections within a few years.

Federal officials have already signaled a more aggressive approach, with a focus on workplace enforcement and faster processing. For employers, that means a higher likelihood of interaction with immigration authorities—and higher stakes when it happens.

On May 14, the EEOC sent a proposed rule to the White House, asking to rescind EEO reporting requirements as well as reporting requirements under the ADA, GINA and the PWFA.

The long saga of the last Department of Labor (DOL) effort to raise the salary levels required for most exempt positions has finally come to an end.

In December 2025, the EEOC posted a video message requesting that white men who believe they had experienced reverse discrimination contact the agency so it could investigate. Now they've filed their first suit...

Do you have employees you require to hit billable hour minimums who are taking milk-expression breaks under the PUMP Act?

Employers that operate in Northeastern states, take note: Maine has joined Connecticut, Massachusetts and Vermont in passing state pay-transparency and disclosure laws.