Some laws carry the prospect of personal liability. What does that mean? Laws like the FMLA and the Fair Labor Standards Act permit employees to sue individuals—not just employers—including HR professionals.

Some employers have no problem, in general, with employees who moonlight, but still want some restrictions. That’s why it’s wise to set a clear policy that outlines what you consider acceptable outside employment.

A hiring manager told HR they have issued a verbal warning to an employee who is on a new-hire trial period—and that they do not believe the employee will be successful in the position. Are there any potential legal ramifications in extending the probation while searching for a replacement?

In his first week in office, President Trump issued a wide-ranging executive order designed to identify federal government agencies that have what are colloquially called diversity, equity and inclusion programs or policies. At first glance, most private-sector employers might not be concerned. But dig deeper, and the order reveals more.

It’s crucial for HR to educate teen workers about your anti-harassment policies and work rules before they begin work.

The best way to win an employee lawsuit is to prevent it in the first place. You’ll be able to head off many disputes by understanding what stirs workers up and makes them want to call a lawyer.

President Trump on Jan. 27 fired two Democrats from the EEOC and one from the National Labor Relations Board, leaving both agencies without a quorum and unable to conduct substantive business. The terminations were expected to trigger lawsuits that could make their way to the U.S. Supreme Court.

With a new president come changes in leadership at federal agencies. Here’s what’s new at the EEOC, NLRB and DOL.

The ADA states that employers “shall not make inquiries of an employee as to whether such employee is an individual with a disability or as to the nature and severity of the disability, unless such examination or inquiry is shown to be job-related and consistent with business necessity.”

Courts recognize that employers must be free to manage their workforces as they see fit—with some limitations. But that live-and-let-live ethos changed when the Supreme Court issued its Muldrow v. St. Louis decision in April 2024.