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When compliance, culture, performance and development all compete for space on the same calendar, the year can quickly become crowded or lopsided. A strong 2026 plan doesn’t start with picking courses; it starts with mapping the year’s natural rhythms, regulatory deadlines and awareness months so training lands when it’s most timely and relevant.

Generally, employers can require employees to treat customers with respect and consideration. But can they really require workers to fake it?

2025 will soon appear in the rearview mirror, and when the ball drops on New Year’s Eve, new state laws will go into effect. Here’s a summary of some of those laws that may impact your operations.

An employee calls in to report that they will be out sick, but they call in three hours after the start of their shift. The attendance policy states employees must call in at least one hour before the start of their assigned shift. Can they lose attendance points for not providing advance notice?

We have an employee who is off work recovering from a work-related injury (workers’ comp). They won’t be cleared for work at the time of our holiday party, but are asking to attend. Is it appropriate to let them? We’d love for them to come but are wondering about further injury/liability.

Age, sex, religion, disability and marital status are just some of the characteristics commonly revealed by the most cursory—or even accidental—social media search. But just because you can access sensitive information easily doesn’t mean you should. Here are some suggestions for a social media policy that makes sense and avoids legal problems.

States across the country are moving toward mandatory written violence prevention plans, regular risk assessments, employee training and anti-retaliation protections. Because the legal landscape is rapidly evolving, employers should review and update their workplace violence policies at least annually and confirm compliance with their state’s most current requirements.

Eventually, the federal government shutdown will end, but bringing federal agencies back online will take time. That means employers will have to exercise patience as they look for guidance. Here’s how the reopening is expected to roll out and what it means for employers.

Typically, the end of one year, or the beginning of a new one, is when HR departments take the time to update their company handbooks. No matter when your HR team conducts this task, your handbook should include these sections.

Employers can’t simply look at an injury or disability and conclude that the individual can’t do their job or the one they’re applying for. Employers that set a strict limit based on assumptions about the individual’s abilities violate the ADA whether the employee is disabled or just assumed to be.