Workplace discrimination laws don’t give a free pass to employees who violate legitimate work rules. Don’t let fear of being sued stop you from disciplining workers who deserve it.

I work for a police department. When we need to counsel an employee, but not yet discipline them, how do we document the counseling session?

An employee with a medical issue may be disabled and entitled to reasonable accommodations but doesn’t have to request one. It’s enough that he lets someone in management know about the condition and requests a change in the workplace.

Courts don’t like to second-guess employers for managing their businesses as best they see fit. But how (and how consistently) you change those rules can make a big difference in your exposure to legal liability.

If you pay managers or executives more for achieving diversity, equity and inclusion goals, you might attract the attention of EEOC lawyers intent on curtailing DEI initiatives—and you could find yourself the target of a lawsuit.

In addition to being gut-wrenching for HR, layoffs are a legal landmine. Here are four layoff errors to avoid.

According to a recent survey from the Bureau of Labor Statistics, a record number of people are working more than one job. Here are some options if you want your employees to devote more productive hours to your enterprise.

Communication that used to take place over landlines or at a press conference now takes place over a long list of social media services. What happens in the case of a lawsuit?

The mere existence of a DEI program doesn’t establish a hostile environment if an employee wasn’t singled out or personally affected.

It is widely assumed that the NLRB will not bring any cases alleging that a stay-or-pay provision is automatically invalid under the NLRA during this administration. Several other federal agencies have also expressed the view that these agreements are too restrictive, in that they bind employees to jobs they don’t want by threatening large financial penalties for those who quit.