While the NLRB is easing up, state legislatures are doubling down on efforts to kill noncompetes.

The legal and regulatory landscape surrounding workplace harassment is shifting rapidly, leaving many HR professionals wondering how to stay compliant while maintaining a fair and inclusive work environment. HR teams must be prepared to endure heightened scrutiny and conflicting guidance.

Correcting slipping hygiene may be unpleasant, but it’s necessary. Reiterating company policies on dress and grooming should do the trick unless the problem runs deeper than relaxed standards. That’s where the Americans with Disabilities Act comes in.

If an employee was not raised by their biological parent, can they take FMLA leave to care for their biological parent?

A federal judge has given the go-ahead for a massive class-action lawsuit against Amazon over how the online retailer handles leave so its military-connected employees can fulfill their training and deployment obligations. The case asks how far employers must go to pay for military-related absences.

Employees who think they’re about to be disciplined or fired often look for ways to delay or prevent the inevitable. A favorite tactic: invoking the job protections built into the FMLA and ADA. However, there’s a foolproof way to protect against these frivolous charges.

A federal judge in Maryland has temporarily blocked portions of two White House executive orders aimed at abolishing diversity, equity and inclusion initiatives in private-sector organizations, including federal contractors.

Since taking office, President Trump has aggressively issued orders seeking to eliminate diversity, equity and inclusion initiatives from the federal government—and now from the private sector, too. To avoid potential federal scrutiny, you may want to consider revising your DEI programs and how they are described in your handbook.

The EEOC has asked federal courts to drop lawsuits it previously filed alleging that employees experienced workplace discrimination and harassment because they are transgender. It’s a significant reversal for the EEOC in the early days of the Trump administration.

Be careful about ordering disabled employees to return to the office. The EEOC just sued an employer that insisted on requiring everyone to come back to the office, despite some having disabilities.