• Understand “real world” FMLA scenarios. We’ll explain how to manage the common FMLA problems you face daily and how to avoid potential legal pitfalls associated with overlapping state and federal leave laws.
• Use compliance tools correctly. Learn how to use the tools of compliance to address unscheduled and intermittent leaves (certifications, call-in rules, attendance procedures and more), and how to account for intermittent leave by the hour. It’s not as simple as you think.
• Proper certifications. Know what to do—and what not to do—when FMLA call-offs exceed the intermittent-leave certification you have on file (there’s new legal guidance).
• When to say no. Employees can use intermittent leave every day to change their schedule permanently. Know if and how you can say no to such demands.
• Know how to track time off. The FMLA and the PWFA allow pregnant workers short bursts of unscheduled leave. Learn how to track both concurrently.
• Learn all about the DOL’s latest opinion letters on intermittent FMLA leave and how to avoid the traps they identify. They lay out a path for the best (and worst) steps to complying with intermittent-leave laws.

Do you make it as easy as possible for workers to request Family and Medical Leave Act leave? If not, you may want to revamp your process, if a recent federal court decision is any indication.

The Department of Justice has sued a California artificial intelligence technology company, accusing it of favoring foreign workers over U.S. ones.

The order does not make the use of recreational marijuana legal but eases the way for further testing and allowing holders of state-sponsored medical marijuana cards to use marijuana products authorized for use by their states without fear of federal criminal prosecution.

For our employees asking for four months off after the delivery of their baby, are all four months protected under the PWFA or only the six to eight weeks of postpartum recovery?

From shifting federal policies and rising discrimination claims to religious accommodation challenges and the complexities of remote work, today’s HR professionals are being asked to do more, while the rules continue to change.

Employers operating in Virginia will soon have to provide paid leave for workers through a state-managed family and medical leave program just passed by Virginia’s legislature and signed into law by Governor Abigail Spanberger.

This is a case that tests the administration’s claims that discrimination based on transgender status is not discrimination based on sex—a matter the U.S Supreme Court ruled on in a 6–3 decision back in 2020.

The legislation would amend the National Labor Relations Act to require the National Labor Relations Board to create a poster advising workers of their organizing rights. It would also authorize a fine of up to $500 per violation for not posting the notice both electronically and physically.

• How to write job ads that will show up better on job boards.
• Mistakes to avoid—are these critical errors keeping your job ads from being found?
• Easy-to-implement optimizations to get your hiring ad in front of more candidates.
• How to use generative AI to your advantage, including sample prompts to optimize the hiring process.
• How to streamline your application process so that more applicants actually complete the form.
• The facts and figures around mobile applications (yes, applicants really are responding to job ads from their phones).
• Insider tips on how to make your Indeed job postings perform better with simple tweaks.