Under the ADA, employers don’t have to go along with an accommodation that is unreasonable—one that, in the terminology of the ADA, “causes an undue hardship.” If you reject what you consider an unreasonable accommodation, be ready to explain why.

The letter acknowledges that under the FMLA, employees can elect to use accrued vacation, sick and workers’ comp leave for unpaid FMLA leave, and employers can require it. This substitution runs concurrent with FMLA leave until the entitlement is used up.

Attorney General Pam Bondi is launching a nationwide investigation of private-sector employers that conduct activities designed to foster diversity, equity, inclusion and accessibility in their workplaces, a process that Bondi said could result in criminal charges against companies.

In a statement, acting EEOC Chair Andrea Lucas said the EEOC “is returning to its mission of protecting women from sexual harassment and sex-based discrimination in the workplace by rolling back the Biden administration’s gender identity agenda.” But issuing a press release does not change official policy.

When employers don’t understand wage-and-hour laws such as the Fair Labor Standards Act—or worse, when they try to circumvent that law—they can find themselves on the hook for potentially costly penalties. Even relatively small violations can quickly add up.

The state of Missouri is suing Starbucks, alleging that the coffee chain’s diversity, equity and inclusion programs are a “mere pretext for its actual commitment to unlawful discrimination.”

Terminations are probably the hardest things HR professionals have to handle—and probably the most legally dangerous. One wrong word can trigger a lawsuit. You need to keep calm and communicate your message without escalating the tension. Here’s a 10-step process to follow.

A federal court has decided that employees like HR professionals and supervisors can sometimes be held personally liable for FMLA violations. That means their assets can be seized to pay damages.

The cost of defending even a meritless lawsuit can run into the thousands of dollars. One way to prevent such costs and embarrassment is to teach supervisors to avoid angering employees in the first place. Train them to be aware of these four common mistakes.

We are a small business that provides temporary staffing to hospitals in California. California law requires paying overtime when employees work more than eight hours in a workday. A hospital to which we supply workers has asked us if our employees can work four 10-hour shifts with no overtime instead of five eight-hour shifts. Can we agree to the hospital’s request?