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Do you check your organization’s job postings for inaccurate, inappropriate or illegal language? If not, you’re opening your organization to legal battles as shown in a recent case.

Terminations are the spark to many employment lawsuits. And for each of the six kinds, there are some common steps employers can take to defend themselves if a termination is challenged in court.

Not everyone is happy with the EEOC's expansive new harassment guidance or the EEOC’s interpretation of decisions like the Supreme Court’s 2020 ruling in Bostock v. Clayton County, which said discrimination based on sexual orientation and transgender status are forms of sex discrimination prohibited by Title VII. In fact, a group of 18 state attorneys general have filed suit, alleging that the guidance goes too far.

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Courts rarely second-guess hiring decisions as long as they are based on objective, reasonable factors, backed with documentation as one case proves. Remind your managers the importance of proper documenting, even during hiring.

If any of your employees has Tourette Syndrome, you will have to assess each on an individualized basis. Start the interactive accommodations process by determining which major functions the employee (or job applicant) needs help with. Then identify appropriate accommodations.

A trio of lawsuits could derail plans for the new overtime rule to go into effect on July 1. Each suit asks federal courts to prevent the overtime rules from taking effect, at least temporarily. 

A component of OSHA's new walkaround rule has employers worried that it could literally open the door for union organizers or union-paid industrial hygienists to trail along behind inspectors, possibly influencing their findings or gathering information that could influence collective bargaining.

Workday, a human resource management service that provides applicant screening services as one of its capabilities, is accused of using machine-learning algorithms and artificial intelligence tools to screen out applicants who are African-American, disabled and/or over the age of 40.

Under the FMLA regulations, if an employee is provided group health insurance, he or she is entitled to the continuation of coverage during FMLA leave on the same terms as if he or she had continued to work. If family-member coverage is provided to an employee, that coverage must be maintained during the FMLA leave.