Our editors boast more than 60 years of experience in employment law and HR related topics. Find advice to those tricky issues such as when to terminate, as well as stay up to date with the latest regulations as they occur.
Yes, you can ask for basic information about a request. That includes having the employee explain what particular religious belief the request is based on. But no, you can’t inquisition the employee on that belief beyond a few basic questions.
Read MoreThe Supreme Court has started the 2025–2026 term, and it looks to be an interesting one for employers. Here’s a breakdown of pending cases and issues.
Read MoreAccording to the Department of Justice, employers must allow remote work as a religious accommodation even if they have switched back to a full in-office schedule or never allowed remote work at all. That’s the gist of the DOJ’s Sept. 18 internal guidance for federal agencies that are supposed to be bringing all federal workers back to the office.
Read MoreAt the recent HR Specialist Summit held September 10–11, Anniken Davenport, HR Employment Law Advisor senior legal editor, addressed the top employment law trends of 2025 and what’s coming in 2026.
Read MoreWe have an employee who has intermittent FMLA leave for migraines. She’s pregnant and calling off for morning sickness. Can we just chalk her time up as FMLA for migraines?
Read MoreOnce applicants reach the interview stage, they’ve already proven they meet the company’s minimal qualifications. Requesting a religious accommodation during the interview triggers your obligation to engage in the interactive accommodations process.
Read MoreAfter one year has passed from the child’s birth, what are the rules for pumping breaks?
Read MoreLawsuits over pregnancy accommodations of all kinds are hitting the legal system less than three years after two bipartisan bills passed Congress and were signed into law. This month, two new lawsuits highlight the requirements of both laws and demonstrate that employers remain unsure of their obligations.
Read MoreSeptember is National Recovery Month, highlighting the work being done to help Americans recover from often-devastating addictions to drugs and alcohol. It’s a good time to review your policies on detecting, preventing and eliminating drug abuse in the workplace to make sure you’re doing so the legal way.
Read MoreDespite the existence of two laws prohibiting discrimination against pregnant women—the passage of the Pregnancy Discrimination Act in 1978, then the Pregnant Workers Fairness Act in 2023—employers continue to ignore these laws. Now, the EEOC has taken notice and litigation is ramping up, as one court case proves.
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