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Here are some tips on focusing employees on the tasks at hand even as they manage election-year anxiety—or argue about politics.

When it comes to confidentiality, HR professionals should—or must, by law—inform management about certain kinds of information.

Use these 15 questions to analyze the thoroughness of your employee handbook:

Employers have the legal right to control employees’ activities on the job. That includes putting a stop to political activism or political solicitations at work.

How far can you go in monitoring employees? Legal lines divide what is and is not permitted.

Many employers haven’t yet revamped their policies in light of 2023's Supreme Court ruling—and that’s triggering a flurry of EEOC complaints and religious-discrimination lawsuits.

The Department of Labor isn’t buying the AI-will-soon-replace-HR argument. In new guidance, the DOL maintains that human oversight is still necessary when it comes to complying with the Fair Labor Standards Act and the FMLA.

Your stressed-out, burned-out employees may pose a risk that runs deeper than poor productivity and lousy morale. They could become targets of foreign interests.

In late June, human resource executives and leaders gathered in Chicago for the Society of Human Resource Management Annual Conference and Expo. With hundreds of sessions hosted over four days, we gathered some of the top advice that speakers presented to the 25,000 attendees.

At one time or another, most employees you manage will have personal problems that hinder their job performance. There are several factors, HR and managers must keep in mind, including legal concerns.