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Since taking office, President Trump has aggressively issued orders seeking to eliminate diversity, equity and inclusion initiatives from the federal government—and now from the private sector, too. To avoid potential federal scrutiny, you may want to consider revising your DEI programs and how they are described in your handbook.

The first weeks of the Trump administration have been marked by dramatic policy reversals across dozens of Cabinet-level agencies. Expect more incremental change at the U.S. Department of Labor.

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.

A new administration always means change, with new policy agendas and new leadership at federal departments and regulatory agencies. Ordinarily, it takes months or even years for new agency rules and guidance to roll out. Not so with the Trump administration.

If you get an email that seems to be from your CEO requesting a list of employees and their Social Security numbers, watch out! It may be part of an elaborate phishing scheme in which con artists harvest employees’ personal data, use it to file fraudulent tax returns and then pocket income tax refunds.

A startling 46% of employees say they have witnessed workplace harassment in the past five years, according to the new State of Workplace Harassment Report from Traliant. Its survey of more than 2,000 U.S. workers reveals critical gaps in how organizations prevent harassment and respond to it—gaps that Traliant says could cost employers both money and talent.

Some laws carry the prospect of personal liability. What does that mean? Laws like the FMLA and the Fair Labor Standards Act permit employees to sue individuals—not just employers—including HR professionals.

Some employers have no problem, in general, with employees who moonlight, but still want some restrictions. That’s why it’s wise to set a clear policy that outlines what you consider acceptable outside employment.

In his first week in office, President Trump issued a wide-ranging executive order designed to identify federal government agencies that have what are colloquially called diversity, equity and inclusion programs or policies. At first glance, most private-sector employers might not be concerned. But dig deeper, and the order reveals more.

The best way to win an employee lawsuit is to prevent it in the first place. You’ll be able to head off many disputes by understanding what stirs workers up and makes them want to call a lawyer.