The newly constituted board will likely tackle priorities stymied over the past 11 months.

• Leave as an accommodation. Understand when leave may not qualify as a reasonable accommodation (rarely) and when it may be required for cases of infertility, miscarriage, stillbirth and more.
• Guaranteed accommodations. Walk away with a checklist of the accommodations the EEOC says you can’t question—no doctor’s note, no forms, no delay.
• Top practical accommodations. Easy-to-implement, detailed, practical accommodations that won’t unduly disrupt the workplace while complying with the law.
• Lessons from the courtroom. Now that lawsuits have gone to court or settled, embrace lessons learned the hard way so you won’t repeat them.
• Compliant break rooms no matter your industry. Walk away with instructions for creating compliant milk-expression rooms for any workplace.
• Postpartum accommodations. Understand the obligations you have postpartum, including how soon you may have to bring new mothers back, even if they still can’t perform every essential function.

A recently filed EEOC lawsuit against JCPenney highlights how employers must account for absences under an attendance point system. While such systems cut down on employees whose absence causes scheduling problems, managers and supervisors must be trained on how to handle call-offs that may be covered under the FMLA, ADA and PWFA.

• The latest changes. Discover how the One Big Beautiful Bill Act changes 1099 reporting, along with 8 airtight steps for completing 1099s that will keep the IRS off your back.
• Reporting requirements. Box-by-box reporting requirements for 1099-NEC and 1099-MISC, and when you may need to file both.
• E-filing credentials. What is an e-filing credential, how do you get one and what happens if you don’t?
• Filing 1099s. 3 crucial rules to determine if you need to file 1099 forms, and why you might need to give 1099s to employees, too—not just independent contractors.
• Taxpayer IDs. How to tell if a contractor’s Taxpayer ID Number is legit, and what to do if it’s not.
• Protect your company. The 6 crucial moves to activate the safe harbor for de minimis math errors.
• Leveraging available tools. Two free IRS services that should wipe out penalties for filing incorrect forms.

When calculating the average number of hours worked in the past 12 months to determine FMLA hours for the current 12 months, I know I only include worked hours, not PTO, holiday or FMLA hours. I gather I don’t include PWFA missed hours as well? But what if those PWFA hours end up causing the employee to be short their 1,250 hours, and now they won’t qualify for FMLA for the next 12 months?

Employers can’t refuse to hire someone because they have a disability or because the employer perceived the applicant to be disabled, per the provisions in the Americans with Disabilities Act. A blanket rule barring hiring an applicant who takes prescription medication for a medical condition violates the ADA. That’s true even if the medication is used to treat a condition that could pose a potential safety risk.

President Trump signed an executive order changing how marijuana is handled under the federal Controlled Substances Act. The drug has been reclassified to Schedule III, from its previous classification as a Schedule I drug, along with heroin and other drugs with high addiction and abuse potential and little or no established medical uses.

If you’re struggling with administering reasonable accommodations under the Pregnant Workers Fairness Act, help may be on the way. It looks like the EEOC may soon be revising the first set of regulations the agency approved during the Biden administration.

There’s a new legal decision that offers guidance on how far employers should go in anti-harassment policies and what does not amount to sexual harassment.

Make it a policy to post your company’s holiday schedule every year. You should also clearly state your policy on paid versus unpaid holidays in your handbook.