News

If you’re struggling with administering reasonable accommodations under the Pregnant Workers Fairness Act, help may be on the way. It looks like the EEOC may soon be revising the first set of regulations the agency approved during the Biden administration.

There’s a new legal decision that offers guidance on how far employers should go in anti-harassment policies and what does not amount to sexual harassment.

Make it a policy to post your company’s holiday schedule every year. You should also clearly state your policy on paid versus unpaid holidays in your handbook.

Serving as an HR director can be tough. Still, HR professionals are expected to do the right thing. Federal laws like Title VII protect HR professionals from retaliation for bringing discrimination and harassment to light, and the Equal Employment Opportunity Commission has a long history of vigorous enforcement of retaliation protections. A recent EEOC settlement makes that clear.

The federal government is heading for a showdown with states over who gets to shape the future of AI. A White House executive order outlines an aggressive plan to challenge state-level AI regulations through lawsuits and potential limits on federal funding.

It appeared that a Biden-era OSHA heat-standard regulation was on the verge of final approval, with the final step—review of comments received—imminent. Instead, competing bills in Congress may either block the regulation or provide OSHA with legal cover in the form of specific legislative authority to set heat standards.

Our immigration laws require employers to cooperate by making sure employees have the proper documentation when hired and moving forward. But those laws set standards for how ICE can gain entry to non-public areas of your business. That’s to avoid unnecessary disruptions unless ICE has a compelling need.

Holiday events can strengthen team bonds, but they can also amplify risk when alcohol, a relaxed atmosphere and end-of-year stress converge. Marjorie Mesidor, an employment attorney and founding partner at Mesidor PLLC, says HR can set the tone long before anyone steps into the venue.

If an employee is injured on the job and on workers’ comp, may we issue an FMLA eligibility notice besides workers’ comp? What is the best practice to handle such situations?

Shadow AI exposes your company’s most sensitive data to leaks, may violate the privacy of clients/customers/employees and worse. How big a problem is this?