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Employment Law

EEOC commissioner on what’s driving the ‘explosion’ of mental health discrimination claims

Jill Barth -
Keith Sonderling advised CHROs at HRE’s Strategy Summit about the rise of mental health discrimination claims amid return-to-office mandates.

What HR needs to know about the EEOC’s new enforcement plan

Stephen Paskoff -
Here are 4 steps to build a culture that encourages diversity and inclusion while avoiding systemic discrimination.

4 ways to ensure workplace music won’t land your company in court

Teresa L. Reuter and Wendy M. Lazerson -
A recent court case highlights the complicated issues involved in music at work that could land an employer in hot water—or the courtroom.

After SCOTUS strikes down college affirmative action, what employers need to do

Jen Colletta -
Thursday's Supreme Court ruling on affirmative action will have trickle-down effects for employers, experts say.

A new federal pregnancy law is now in effect; what HR needs to know

Tom Starner -
The Pregnant Workers Fairness Act shifts hardship proof from employee to employer, giving pregnant workers a legal advantage.

Bracing for layoffs? 4 considerations to help avoid litigation

Tom Starner -
As more employers turn to mass layoffs, the odds of litigation go up. But there are steps HR can take to help avoid a legal mess.

What HR needs to know today about the EEOC AI guidance

Tom Starner -
When using artificial intelligence in the hiring process, employers should proceed with caution, says the EEOC's new directive.

Non-compete agreements: 5 ways HR can prepare now as opposition rises

Dawn Kawamoto -
As federal opposition grows, how can HR leaders prepare for possible bans or full restrictions on non-compete agreements?

As mental health crisis grows, leave requests are on the rise

Tom Starner -
With mental health as the leading factor driving new leave and accommodation requests, what HR leaders need to know.

UPS defeat delivers lesson for employers on how to fire properly

Jason Knott -
HR leaders should take care to avoid 'rogue' firings and follow best practices when terminating employees for cause.

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