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We may be conducting a restructuring that will involve layoffs. Do we need to rewrite job descriptions after?

Call it a brag book, wins log or impact file. The name matters less than the purpose. At its core, this practice creates a running record of contributions that HR can reference when the stakes are high.

The Americans with Disabilities Act was passed to allow qualified disabled workers the opportunity to enter the workforce if they can perform the essential functions of their job with or without a reasonable accommodation. But employers shouldn’t assume a disabled applicant can’t perform the job even with an accommodation before they hire the otherwise qualified applicant.

While no federal law specifies that employers must provide each employee with an up-to-date job description, it’s a serious mistake not to do so. Skipping this crucial step almost guarantees you will have at least one employee who is misclassified as exempt under the Fair Labor Standards Act when they should be paid on an hourly basis.

As we approach 2026, there’s a natural urge to start anew. For an HR professional, that may mean clearing out old personnel records. But before hitting Delete or firing up the shredder, consider your legal obligations. Here’s a quick rundown of which records can go and which you should retain.

Documentation can protect your decisions—or undermine them. The difference comes down to a few simple habits. Here’s how to document discipline in a way that holds up.

Writing job descriptions for all of the positions in your company may sound like a lot of work, especially when they are not required by any law. But there are plenty of legal reasons why you should have them.

Want to make sure discipline sticks? Then details matter. It’s far easier to defend a termination decision if you can show the court that you specifically pointed out the employee’s work problems and offered an opportunity to improve instead of simply terminating her.

Make it a standard practice to retain every written document concerning employee complaints. If an employee ends up suing you, he may try to embellish the facts—or worse.

HR teams are stuck juggling outdated systems, limited staffing and rising employee expectations, while employees are often left unclear on their options, timelines or pay. The fastest path to relief? Use technology to streamline leave from start to finish without losing the human touch.