Under the FMLA regulations, if an employee is provided group health insurance, he or she is entitled to the continuation of coverage during FMLA leave on the same terms as if he or she had continued to work. If family-member coverage is provided to an employee, that coverage must be maintained during the FMLA leave.

It’s an election year, and that means one thing is certain: Congress will try to come up with popular yet largely uncontroversial legislation to highlight what politicians are doing to help regular working people.

For example, currently gaining traction on Capitol Hill is federal legislation aimed at improving safety for people who work for employers that operate massive warehouse and shipping operations—employers like Amazon. Enter The Warehouse Worker Protection Act, introduced in the Senate in May, which would aim to reduce workplace injuries.

If you tolerate gender stereotyping in the workplace, you could be courting a lawsuit that alleges both sex discrimination and sexual harassment.

Final rules implementing the Pregnant Workers Fairness Act took effect June 18, with partial exceptions limited to employers in Louisiana and Mississippi, employers affiliated with the Catholic church and state government agencies in Texas.

In a unanimous decision handed down June 13, the U.S. Supreme Court made it harder for the National Labor Relations Board to intervene in employers’ decisions.

For the first time, a federal appeals court has ruled that an employer that provides health insurance for its employees violates Title VII if it refuses to cover transgender care.

Final rules for enforcing the Pregnant Workers Fairness Act will take effect as scheduled on June 18.

The EEOC's recently updated workplace harassment guidance reminds employers that remote workers are just as vulnerable to harassment as on-site employees are.

The DOL announced May 30 that it is suing automaker Hyundai and two of its suppliers for employing children on an assembly line in Alabama.

Many employers are reassessing their DEI programs—and sometimes abandoning them. However, many employers are revamping and rebranding their DEI programs based on recent legal actions.