Employers can’t simply look at an injury or disability and conclude that the individual can’t do their job or the one they’re applying for. Employers that set a strict limit based on assumptions about the individual’s abilities violate the ADA whether the employee is disabled or just assumed to be.

It comes with the territory to lose out to a more qualified applicant. That’s the way the competitive job market works. But when you learn you’ve been ghosted after that promising interview because the candidate had been pre-chosen, it’s all that much worse.

Earlier this month, New York state raised the maximum weekly unemployment insurance benefit by nearly 73%, from $504 to $869 per week. Twenty-seven percent of claimants will now receive the new maximum, while another 28% will see an increase in their weekly payments.

When a performer claimed a venue “canceled” them after backlash to a social media post supporting Israel, they said it was discrimination. The court said it was politics.

With Election Day taking place on Nov. 4, now is the time to remind your employees of your company’s voting policy. And if you don’t have this in place, it’s time you created one.

Action from the Department of Labor, the Department of the Treasury and the Department of Health and Human Services makes it easier for employers to provide infertile employees with fertility coverage outside their regular health insurance coverage.

As the PUMP Act approaches its third anniversary, lawsuits are piling up. A recent big win for a new mother highlights what happens if employers don’t accommodate pumping and then punish that worker when she takes unauthorized pumping breaks.

Providing a harassment-free workplace is essential, and that includes keeping language respectful. But what happens if an employee uses an epithet that’s typically aimed at individuals who belong to the same protected class the speaker belongs to? Do they get a pass?

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.