News

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.

Workplace conversations about inclusion often rise and fall with the calendar. Recognition months prompt reflection, learning and good intentions, but those efforts don’t always translate into day-to-day behavior. HR teams sit at the center of that gap, with the opportunity to turn moments of awareness into practical habits that shape how employees experience work year-round.

The newly constituted board will likely tackle priorities stymied over the past 11 months.

A recently filed EEOC lawsuit against JCPenney highlights how employers must account for absences under an attendance point system. While such systems cut down on employees whose absence causes scheduling problems, managers and supervisors must be trained on how to handle call-offs that may be covered under the FMLA, ADA and PWFA.

When calculating the average number of hours worked in the past 12 months to determine FMLA hours for the current 12 months, I know I only include worked hours, not PTO, holiday or FMLA hours. I gather I don’t include PWFA missed hours as well? But what if those PWFA hours end up causing the employee to be short their 1,250 hours, and now they won’t qualify for FMLA for the next 12 months?

Employers can’t refuse to hire someone because they have a disability or because the employer perceived the applicant to be disabled, per the provisions in the Americans with Disabilities Act. A blanket rule barring hiring an applicant who takes prescription medication for a medical condition violates the ADA. That’s true even if the medication is used to treat a condition that could pose a potential safety risk.

President Trump signed an executive order changing how marijuana is handled under the federal Controlled Substances Act. The drug has been reclassified to Schedule III, from its previous classification as a Schedule I drug, along with heroin and other drugs with high addiction and abuse potential and little or no established medical uses.

If you’re struggling with administering reasonable accommodations under the Pregnant Workers Fairness Act, help may be on the way. It looks like the EEOC may soon be revising the first set of regulations the agency approved during the Biden administration.

There’s a new legal decision that offers guidance on how far employers should go in anti-harassment policies and what does not amount to sexual harassment.

Make it a policy to post your company’s holiday schedule every year. You should also clearly state your policy on paid versus unpaid holidays in your handbook.