• Gain a thorough review of the PWFA and what it requires, as well as when the FMLA covers pregnancy and recovery.
• Learn all about fertility treatments under the PWFA—which ones are covered and which definitely are not.
• See what’s a reasonable accommodation under the PWFA and when it overlaps with intermittent leave under the FMLA.
• Learn all about child bonding versus post-partum recovery—is there an overlap?
• Determine which post-pregnancy accommodations are also serious health conditions under the FMLA.
• Learn why you should always dock FMLA leave when employees take leave as a reasonable pregnancy-related accommodation.

White employees who believe they have been discriminated against because of their race are using Section 1981 to sue because it doesn’t have the tight limits Title VII has.

It’s not unusual for entertainment venues to establish separate corporate entities but also share facilities. If they also share employees, all the entities are likely joint employers.

The line between personal opinion and professional risk continues to shrink—and HR teams are often the ones left holding the rope.

We have an employee who was seen by her physician, diagnosed with COVID and was taken off work for five days. We have her doctor’s note, and we provided her FMLA paperwork as soon as we were notified, but she is refusing to have the FMLA certification completed. Does this qualify as FMLA (under serious health condition), and can we still designate this as FMLA without signed paperwork?

On tap are reversals of several key cases that limit the use of captive-audience meetings by employers, changes that make it easier to pass handbook rules and removing extensive remedies for employees whose employers commit unfair labor practices.

The U.S. Department of Transportation proposes to amend its drug-testing program regulation, 49 CFR Part 40, to add fentanyl (a synthetic opioid) and norfentanyl (a metabolite of fentanyl) to its drug-testing panels.

October is Disability Awareness Month, and 2025 marks the 35th anniversary of the passage of the Americans with Disabilities Act. What better time to remind managers that the ADA has opened the workplace to disabled individuals by requiring employers to make reasonable accommodations for otherwise qualified applicants and employees?

When investigating an employee’s complaint of harassment—sexual or otherwise—tailor your inquiries to the facts of that case.

Yes, you can ask for basic information about a request. That includes having the employee explain what particular religious belief the request is based on. But no, you can’t inquisition the employee on that belief beyond a few basic questions.