News

In a year that’s been marked by increasing layoffs and fears of artificial intelligence replacing human jobs, unions representing workers are still winning wage increases and better working conditions for those they represent.

When a reduction in force moves from discussion to action, the biggest risk isn’t the decision itself—it’s how it’s carried out.

Thanks to cooperation between the Department of Labor (DOL) and the Department of Education (DOE), state plans now often include career and technical education programs in addition to traditional college education.

For the second time in one year, an employer has been sued because it fired a Black employee when it changed its diversity, equity and inclusion (DEI) practices, allegedly to avoid being sued by the Trump administration for maintaining what the EEOC now sees as illegal reverse discrimination.

All goals-oriented interview questions should be business related, broadly defined.

Union organizing activity in the United States has been on an upswing, and HR professionals who wait until a union card campaign is underway to think about their response are already behind.

If you’re like many workplaces with a wide range of generations represented among employees, you may be hearing language that’s at once new and unfamiliar but feels vaguely uncomfortable in a way you may not be able to put your finger on exactly.

Oakland, Portland and Olympia have passed laws expanding antidiscrimination protections to nontraditional family structures—multigenerational households, multiple-family households and even polyamorous families. Employers operating in any of these West Coast cities should note the new coverage, which often spreads from cities to broader statewide protections within a few years.

Federal officials have already signaled a more aggressive approach, with a focus on workplace enforcement and faster processing. For employers, that means a higher likelihood of interaction with immigration authorities—and higher stakes when it happens.

On May 14, the EEOC sent a proposed rule to the White House, asking to rescind EEO reporting requirements as well as reporting requirements under the ADA, GINA and the PWFA.