News

A federal court has reinstated a Georgia police detective’s case against her employer after she produced evidence the police department regarded her as disabled when she was not.

As a recent case shows, employees with intermittent leave certifications for serious health conditions that may flare up from time to time are entitled to more time off than the estimate. Holding an employee strictly to the certification and terminating that employee for missing more work may backfire badly.

Title VII provides that employees are entitled to reasonable accommodations for their sincerely held religious beliefs and practices. But what is a sincerely held belief? And how far can employers go to challenge that assertion?

As the White House deploys National Guard units to cities like Los Angeles and Washington, D.C., in increasing numbers, now is a good time for employers to review their obligations under two federal laws: the Uniformed Services Employment and Reemployment Rights Act and the Family and Medical Leave Act.

The 5th Circuit Court of Appeals says the law was legally passed and that the Constitution did not require in-person voting.

We have a former employee in Florida who is requesting several things from her personnel file. I believe this is not a law in Florida, as it is in California, that we need to provide a former employee access to their file. Are we legally obligated to provide anything to this employee?

Make sure that when you’re trying to determine whether a worker’s medical condition means he can’t perform his job safely, you don’t rely on preconceived notions about a particular disease or syndrome.

When retail managers you classify as exempt from the Fair Labor Standards Act’s overtime provisions end up doing the bulk of the work in the store, you may have a misclassification problem.

The National Labor Relations Board’s lead attorney is pushing back against pending legislation in California, Massachusetts and New York that would allow state agencies to adjudicate private-sector union disputes and supervise union elections if the NLRB continues to operate without a quorum.

Compliance priorities tell us more than where HR’s attention is focused—they reveal where organizations feel most vulnerable. Brightmine’s State of Legal Compliance and Employment Law 2025 Report highlights the laws that dominate HR’s compliance agenda, and where attention may not match the real risks.