News

Do you make it as easy as possible for workers to request Family and Medical Leave Act leave? If not, you may want to revamp your process, if a recent federal court decision is any indication.

The Department of Justice has sued a California artificial intelligence technology company, accusing it of favoring foreign workers over U.S. ones.

The order does not make the use of recreational marijuana legal but eases the way for further testing and allowing holders of state-sponsored medical marijuana cards to use marijuana products authorized for use by their states without fear of federal criminal prosecution.

For our employees asking for four months off after the delivery of their baby, are all four months protected under the PWFA or only the six to eight weeks of postpartum recovery?

From shifting federal policies and rising discrimination claims to religious accommodation challenges and the complexities of remote work, today’s HR professionals are being asked to do more, while the rules continue to change.

Employers operating in Virginia will soon have to provide paid leave for workers through a state-managed family and medical leave program just passed by Virginia’s legislature and signed into law by Governor Abigail Spanberger.

This is a case that tests the administration’s claims that discrimination based on transgender status is not discrimination based on sex—a matter the U.S Supreme Court ruled on in a 6–3 decision back in 2020.

The legislation would amend the National Labor Relations Act to require the National Labor Relations Board to create a poster advising workers of their organizing rights. It would also authorize a fine of up to $500 per violation for not posting the notice both electronically and physically.

Lawsuits rarely start with something dramatic. They start small. And the outcome is rarely as surprising as it feels.

It looks as if the Equal Employment Opportunity Commission is getting serious about making certain that qualified workers who need a service animal to help them perform the essential functions of their job are allowed to bring Fido along, barring limited circumstances where doing so would create an undue burden on the employer.