News

Lawsuits over pregnancy accommodations of all kinds are hitting the legal system less than three years after two bipartisan bills passed Congress and were signed into law. This month, two new lawsuits highlight the requirements of both laws and demonstrate that employers remain unsure of their obligations.

The Occupational Safety and Health Administration has once again extended the public comment period for its proposed rule, Heat Injury and Illness Prevention in Outdoor and Indoor Work Settings. An informal public hearing was held this past summer, and the agency has received more than 40,000 comments thus far.

When leaders decide a reduction in force is unavoidable, HR plays a central role in ensuring the process is legally sound, fairly applied and handled with respect.

The Department of Labor (DOL) has announced Project Firewall, a new enforcement program that will investigate whether employers are abusing visa programs that bring non-citizens into the country to work.

What should an employer do when confronted with a demand to fire an employee over social media posts that may attract unwanted attention to their employer?

We were approached by a member of the public who claims an employee of ours made a social media post about the killing of Charlie Kirk, requesting that we fire him. The problem is he’s a former employee and not a current one, but apparently his social media footprint still lists him as our employee. What can we do?

The United States Citizenship and Immigration Services will have even more authority regarding immigration enforcement, according to a final rule published by the Department of Homeland Security on Sept. 5. Essentially, the new rule will allow greater immigration enforcement by designating more agents authorized to conduct criminal investigations and arrests.

Because the Trump administration fired NLRB Commissioner Gwynne Wilcox shortly after his inauguration, the agency now lacks a quorum and can’t conduct business or make precedential decisions. Some states have stepped in with their own new labor rules for private-sector employers. That may complicate things tremendously for private-sector employers.

When considering how many hours an employee is ordinarily working: How do you figure the ordinary working hours of an exempt employee whose actual work is on an as-needed basis and often exceeds standard in-office hours to the point that the employer doesn’t even know for sure how much time that exempt worker is working?

Thanks to recent Supreme Court guidance, men bringing reverse-discrimination claims no longer face extra procedural hurdles. That makes these cases easier to start. But as this 6th Circuit opinion shows, they are still hard to finish without evidence that sex was the real reason for the decision.