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Our editors boast more than 60 years of experience in employment law and HR related topics. Find advice to those tricky issues such as when to terminate, as well as stay up to date with the latest regulations as they occur.

How to accommodate pregnant workers suffering from morning sickness

Q: If we're accommodating being late to work due to morning sickness, do we have to pay them for their missed time if they don't have available sick leave?

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USCIS extends I-9 expiration date until May 31, 2027

The expiration date on Form I-9, Employment Eligibility Verification, has been extended to May 31, 2027.

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Million-dollar mistake: Nonprofit employing disabled workers zapped for disability bias

One would assume that a nonprofit company created to employ disabled workers would be up on anti-disability discrimination rules. Wrong.

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SHRM announces shift to “I&D” and faces community backlash

The Society for Human Resource Management recently announced a significant change in its approach to diversity and inclusion initiatives.

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Do you have to pay non-exempt employees hourly?

Do you have to pay non-exempt employees hourly?

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Understanding internalized gender and racial bias in feedback

Recent data highlights a critical issue in the workplace: the internalization of gender and racial bias in performance feedback.

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Ensure post-termination waivers comply with Older Workers Benefit Protection Act

 If you have to terminate workers, it’s smart to ask them to sign an agreement waiving their right to sue for discrimination or wrongful discharge. But that’s not enough for workers over age 40.

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The top 3: Overtime, accommodations and Supreme Court actions top the list of HR headaches

Anniken Davenport breaks down the top three challenges facing HR professionals right now.

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HR pros: Courts will hold you to the highest standards

When those who are supposed to guarantee a bias-free work environment are the source of bias and harassment, that is a potent source of legal risk.

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Empower supervisors to accommodate pregnant subordinates

EEOC guidance regarding the PWFA makes it clear that employers need to empower first-line supervisors to make many of those accommodations on the spot with little or no documentation.

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