One bill would make it faster for labor unions to reach the first collective bargaining agreement after a union election, and the other would make it harder to organize.
One bill would make it faster for labor unions to reach the first collective bargaining agreement after a union election, and the other would make it harder to organize.
• Understanding the impact of harmful behaviors. Learn how negativity erodes team dynamics and undermines business outcomes.
• The ripple effect of chronic negativity. Culture is created by the worst behaviors tolerated. Discover the widespread impact of allowing and projecting negativity.
• Addressing the problem early. Master techniques to identify and address negative behaviors early and effectively.
• Strategies for managing negativity. Manage negativity in your team and in your own behavior on an ongoing basis.
• Harnessing the power of civility and respect. Build a foundation of trust through cooperation, and deploy strategies to recognize, praise and maintain civil behavior.
• Create a harmonious work environment. Foster a positive, collaborative culture that boosts morale and productivity.
Employers have until Jan. 4, 2026, to download records for E-Verify cases last updated on or before Dec. 31, 2015. On Jan. 5, 2026, USCIS will dispose of these E-Verify records that are more than 10 years old.
The PWFA allows expecting workers to miss work for OB/GYN appointments and such. Does that mean they do not have to use PTO or vacation time for missing work as well?
For employers looking to hire experienced experts in varied fields, the adage “in adversity, there is opportunity” may ring true. One obvious place to look is in the current federal workforce, courtesy of the government shutdown.
Following a year of major turnover and political shifts, the Equal Employment Opportunity Commission is charting a new course that blends regulatory rollback with renewed focus on systemic discrimination.
How you design and conduct interviews can make the difference between winning or losing a failure-to-hire or -promote case. The secret is preparation.
If a staff member is submitting FMLA paperwork months prior to their due date, do we still need to then submit a letter within five days?
After almost ten months, it now appears that the Department of Labor’s senior leadership team is in place and can now move forward with what are anticipated to be substantial changes.