The OSHA Cares website focuses on small to mid-sized employers, providing resources that include awareness and education.

A new executive order issued March 26 ups the ante by targeting racially discriminatory DEI activities in federal contracts and subcontracts. It also beefs up enforcement.

Employers are free to manage their workforce through evaluations and, if work is found to be lacking in quantity or quality, create an improvement plan without worrying that constructive criticism will land them in court.

We are planning a layoff due to economic reasons. We have an employee on FMLA leave. He’s on the layoff list. How do we make sure we’re not interfering with his FMLA rights?

The Department of Labor has launched a one-stop web resource for employers, faith organizations and employees aimed at eliminating religious discrimination in the workplace and federal grant-making and contracting.

The Safeguarding Human Intelligence and Employment in Labor Displacement Act would require advance notice before employers can terminate an employee because AI made the worker redundant.

Employers are required to provide disabled workers reasonable accommodations that allow them to perform the essential functions of their jobs. Sometimes, that means allowing the employee to telework when their disability makes it difficult or impossible to perform their work onsite.

• Why traditional interviews often miss the most important predictor of performance: motivation.
• The difference between skill-based questions and motivation-based questions.
• How to uncover internal drive, ownership and resilience during an interview.
• Practical question frameworks that reveal mindset, accountability and work ethic.
• How to assess alignment between a candidate’s motivation and your team culture.
• Red flags and subtle cues that signal low ownership or external blame patterns.
• Structuring interviews so candidates demonstrate responsibility, not just confidence.

Federal contractors will have to do more than certify that they don’t engage in racial discrimination. They must also show how they reached that conclusion, as they may need to conduct an EEO analysis to confirm they found no pattern or practice of disparate treatment or proxy discrimination based on race.

One of the effects will be to discourage U.S. employers from using H-1B visas to hire entry-level workers, leaving those positions open for American workers seeking those jobs.