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While family caregiver discrimination is not a new protected category (and no federal law expressly prohibits employment discrimination against caregivers), the FMLA and the ADA specifically protect employees with caregiving responsibilities.

The EEOC has issued new guidance “focused on educating the public about unlawful discrimination related to ‘diversity, equity and inclusion’ in the workplace.” It’s the latest salvo in the Trump administration’s ongoing effort to stamp out DEI initiatives not just in the federal government but also in the private sector.

Tempted to play loose with the overtime rules to save money on labor? Bad idea. You will attract the Department of Labor’s attention.

Most claims of hiring discrimination are sparked by inconsistencies in the interview and selection process. That can include the types of people interviewed, the questions asked and even the length of the interview. That’s why it’s best to inject as much consistency into the interview process as possible.

Almost all managers know they can’t fire someone because they’re Christian, Jewish, Muslim or any other mainstream religion. But Title VII also protects less well-known belief systems. Make sure bosses know that, too.

Conducting workplace investigations is one of the most challenging and most important duties that HR professionals must take on. How you respond to complaints about harassment or other misconduct can have huge legal and practical implications for your organization.

For FMLA purposes, who qualifies as a health-care provider? Some holistic care providers may not have traditional medical certification.

From jokes to ridicule or innuendo, comments made at the expense of a person’s individuality are inappropriate in the workplace. You can’t respond to such behavior with a weak chuckle or by pretending you didn’t hear. You need to respond forcefully.

As employees begin making summer vacation plans, now might be a great time to take a fresh look at your vacation policy. Here are some of the issues a good vacation policy addresses.

Employers may be tempted to push back against employees’ FMLA military caregiver leave rights, asking them to continue working when they can despite caring for their military family members. That’s an FMLA-interference lawsuit waiting to happen.