News

A May 20 internal announcement ends a long-standing practice of payments in so-called “dual filing” states that have their own anti-discrimination laws when those two kinds of discrimination claims are raised.

The total number of workplace injuries may be declining, but the risks—and associated costs—are growing more complex.

With this year marked by economic uncertainty, some employers have chosen to offer smaller pay increases. That may lead to dissatisfaction among workers still contending with the effects of inflation and rising costs.

It may be tempting to eliminate diversity, equity and inclusion policies entirely. But before you do so, consider the potential unintended consequences, especially if you lay off everyone you hired to run the programs. Those sidelined employees who were supposed to help you create a diverse workplace may sue you.

Under increasing pressure, Immigration and Customs Enforcement has entered the next phase of immigration enforcement—strict scrutiny of Forms I-9 and workplace raids.

We offer employees a pay advance of up to 60 hours or PTO if they want to use paid time off before having earned it. What happens if they quit or are terminated before earning that advance payment back? Can we simply deduct the amount from their last check without their specific consent?

A bipartisan group of lawmakers is working to change the legal standards older employees must meet to bring forward age-discrimination claims.

According to the EEOC, agency guidance does not have the force of law.

Disparate-impact discrimination is a legal theory that holds that an entity may be discriminating unlawfully even though it has neutral rules if those rules have a disparate impact on a protected class. It is unintentional discrimination.

Generally, when an employee doesn’t return medical certification paperwork required to begin FMLA leave within 15 days, employers can deny the leave request. But there are circumstances under which the employee may have more time.