News

A new administration always means change, with new policy agendas and new leadership at federal departments and regulatory agencies. Ordinarily, it takes months or even years for new agency rules and guidance to roll out. Not so with the Trump administration.

If you get an email that seems to be from your CEO requesting a list of employees and their Social Security numbers, watch out! It may be part of an elaborate phishing scheme in which con artists harvest employees’ personal data, use it to file fraudulent tax returns and then pocket income tax refunds.

A startling 46% of employees say they have witnessed workplace harassment in the past five years, according to the new State of Workplace Harassment Report from Traliant. Its survey of more than 2,000 U.S. workers reveals critical gaps in how organizations prevent harassment and respond to it—gaps that Traliant says could cost employers both money and talent.

Some laws carry the prospect of personal liability. What does that mean? Laws like the FMLA and the Fair Labor Standards Act permit employees to sue individuals—not just employers—including HR professionals.

Some employers have no problem, in general, with employees who moonlight, but still want some restrictions. That’s why it’s wise to set a clear policy that outlines what you consider acceptable outside employment.

In his first week in office, President Trump issued a wide-ranging executive order designed to identify federal government agencies that have what are colloquially called diversity, equity and inclusion programs or policies. At first glance, most private-sector employers might not be concerned. But dig deeper, and the order reveals more.

The best way to win an employee lawsuit is to prevent it in the first place. You’ll be able to head off many disputes by understanding what stirs workers up and makes them want to call a lawyer.

In the 48 hours after President Trump took office on Jan. 20, he issued a torrent of executive orders and actions, many of them bearing directly on issues that matter to HR professionals and employers.

With February comes Valentine’s Day, as good an excuse as any to review your policies so employees understand there are limits on how, where and when they can embrace the spirit of romance at work.

Employers with military-connected employees understand they must grant military leave when members of the National Guard or reserves are called up for training or active-duty service. But that’s just the beginning.