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To avoid litigation, many employers conduct internal audits to ensure pay equity when employees perform substantially identical work. If you decide to run a pay-equity audit, be prepared to show exactly how you conducted it.

Can an employee use intermittent FMLA leave to go to doctors’ appointments for chronic conditions even if the employee is not incapacitated and can still perform essential job duties?

It takes careful planning to conduct a successful investigation. These six steps will help you gather facts in a way that leads to the best possible understanding of what happened and how your organization should respond.

In February, the acting general counsel of the National Labor Relations Board notified board staff that he had rescinded select guidance issued by the NLRB’s former general counsel. The move indicated that the NLRB will change how it handles unfair-labor-practices findings, employee monitoring, union elections and much more.

To protect against reverse-discrimination charges, thoroughly review all your training and development opportunities to ensure they don’t violate Title VII of the Civil Rights Act and other anti-discrimination laws. That way, if an outside party or the government says your programs are biased against any group, you will be able to refute those allegations.

As an employer, you realize that employees need time off. Employees and family members get sick or they simply need time to rest and refresh. This is true of fully remote or hybrid workers. But figuring out what benefits they may be eligible for isn’t easy. Here’s the breakdown.

While the NLRB is easing up, state legislatures are doubling down on efforts to kill noncompetes.

The legal and regulatory landscape surrounding workplace harassment is shifting rapidly, leaving many HR professionals wondering how to stay compliant while maintaining a fair and inclusive work environment. HR teams must be prepared to endure heightened scrutiny and conflicting guidance.

Correcting slipping hygiene may be unpleasant, but it’s necessary. Reiterating company policies on dress and grooming should do the trick unless the problem runs deeper than relaxed standards. That’s where the Americans with Disabilities Act comes in.

If an employee was not raised by their biological parent, can they take FMLA leave to care for their biological parent?