News

If you have employees who work remotely at least some of the time, you know how difficult it is to track exactly what they are doing and when they’re doing it. That can be bad news if those employees are nonexempt. They must be paid for all work they perform—whether you knew they were working or not.

Despite the carefully planned interview questions and hiring rubrics, hiring decisions often hinge on one factor above all others: whether the interviewer simply likes the candidate. This personality-based assessment not only undermines objective hiring practices but perpetuates workplace inequities that follow employees throughout their careers.

Under the rules of “discovery,” employees (and courts) are privy to almost any employment-related document during a dispute. Keep that in mind when you’re preparing in-house documents, formal and informal. Here are a few do’s and don’ts.

The order, issued April 23 and titled “Restoring Equality of Opportunity and Meritocracy,” contends that the threat of being sued for disparate-impact discrimination prevents employers from hiring the best-qualified candidates, promoting successful employees and generally running their businesses as they see fit.

Some forms of ADA accommodation don’t directly affect essential job functions. Instead, they help employees manage their disabilities.

Say your marketing director breaks his leg during an after-hours employee softball game against a crosstown company. Who’s responsible? You might be surprised.

ICE is looking for undocumented noncitizens who lack valid work permits, as well as employers that aren’t doing their best to hire only work-eligible employees. But even employers that seemingly have their I-9 paperwork in order may find an ICE officer in their lobby.

We are a small employer with 33 employees. We offer 20 days of parental leave after one of our employees has a baby. Do we have to provide more time off? And would it be unpaid?

If you want to understand the difference between legal and illegal DEI, here’s what illegal looks like.

Employers can require employees accused of violence at work to take a drug test. But what happens if the test reveals the presence of marijuana in the system of an employee whose use of medical marijuana is authorized by state law?