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Beginning June 30, 2027, employers cannot enter a noncompete agreement that would bar someone from practicing a lawful business or profession.

The large settlement serves as a bellwether for the agency’s increasing focus on protecting employees from all forms of religious discrimination, harassment and employer refusal to accommodate a wide range of religious beliefs and practices.

For I-9 purposes, there are technical violations, which allow you 10 days to correct your errors, and substantive errors, which are immediately subject to penalties. ICE’s new framework eliminates the 10-day cure period for many errors.

Included are proposals that protect children from online exploitation and content creators from AI digital theft.

The OSHA Cares website focuses on small to mid-sized employers, providing resources that include awareness and education.

A new executive order issued March 26 ups the ante by targeting racially discriminatory DEI activities in federal contracts and subcontracts. It also beefs up enforcement.

Employers are free to manage their workforce through evaluations and, if work is found to be lacking in quantity or quality, create an improvement plan without worrying that constructive criticism will land them in court.

We are planning a layoff due to economic reasons. We have an employee on FMLA leave. He’s on the layoff list. How do we make sure we’re not interfering with his FMLA rights?

The Department of Labor has launched a one-stop web resource for employers, faith organizations and employees aimed at eliminating religious discrimination in the workplace and federal grant-making and contracting.

The Safeguarding Human Intelligence and Employment in Labor Displacement Act would require advance notice before employers can terminate an employee because AI made the worker redundant.