• Understand what your employees want and how to gain meaningful feedback through a variety of methods.
• Help employees set career goals, including building a skills-based pipeline and conducting gap analyses.
• Learn how to train managers on retention efforts and gain their crucial buy-in.
• Facilitate internal movement, focusing on company rather than departmental success.
• Discover why salaries really matter, and ways to make sure you’re competitive.
• Learn why you need to offer flexibility.

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Once applicants reach the interview stage, they’ve already proven they meet the company’s minimal qualifications. Requesting a religious accommodation during the interview triggers your obligation to engage in the interactive accommodations process.

• Directives from the Trump administration. You may have to undo recent changes, especially if you’re a federal contractor or subcontractor. But you also have to pay attention to state rules.
• Supreme Court-related changes. Learn why and how to change your handbook policies on religious expression and accommodations.
• New kinds of discrimination. Handbook rules must be modified to include emerging forms of discrimination.
• Employee leave. What to include and what to leave out regarding FMLA, ADA and pregnancy accommodations.
• The fractured workplace. What happens when workers disagree on topics like politics and religion now that the administration is encouraging such workplace expression? Handbook policies that set reasonable conduct rules can create a more harmonious workplace.
• Speech and civility rules. When you can restrict what employees say and when you can’t (salaries, politics, hate speech, etc.).
• Dress and grooming. Learn how to set rules on appropriate behavior, attire and decor when it comes to both in-person and remote appearances.
• Sexual and other harassment. Even if employees are remote, you need rules on email, telework, texting and off-site meetings.

After one year has passed from the child’s birth, what are the rules for pumping breaks?

Complaints of age discrimination are reaching new highs. These experiences increase legal risk for employers while weakening workplace morale and productivity.

In addition to a new fee of $100,000 for each visa, the Department of Homeland Security says it is changing the way it allocates those visas via its lottery system.

HR professionals frequently encounter situations where “what is legal” and “what is right” do not align. At the 2025 HR Specialist Summit, Suzanne Lucas, the “Evil HR Lady,” tackled this challenge head-on and offered practical tools for navigating through these dilemmas.

I have an employee who for two years has obtained an intermittent-leave certification for leave of a continuous period of two weeks. I just ask her doctor for the amount of time she needs off, but I’m fairly certain she is taking this as a vacation based on her social media postings. What else can I require of her doctor?

The EEOC says religious-discrimination cases are a high priority, filing lawsuits on behalf of employees denied accommodations at an increasing clip. To add to the deluge, individual employees are also filing lawsuits, as are organizations organized to defend religious rights in the workplace. It’s a perfect storm for employers who may not have adjusted their standards for turning down religious-accommodation requests.