As more states legalize medical and other marijuana usage, employers must adjust their policies to conform to those new laws. That’s not an easy task.

• The 5 benefits of a good job description, and the risks associated with outdated ones.
• The 4 federal laws that require accurate and up-to-date job descriptions, including the Pregnant Workers Fairness Act.
• 4 simple steps to create accurate and defensible job descriptions that match industry standards and local variations—with online resources.
• How to define “essential functions” for ADA, FMLA and PWFA purposes.
• Using job descriptions as a disciplinary tool to guide performance reviews and employee discipline, including designing PIPs.
• Choosing the right language that locks in an employee’s FLSA classification, avoids discrimination charges and more.
• Tips and tools for continually evaluating job descriptions to avoid misclassification errors and other legal issues throughout the year.

• Get YOUR trickiest FMLA questions answered.
• Get valuable insights on your current and future FMLA challenges.
• See what’s keeping your peers up at night, and learn how to head off similar issues with Anniken’s expert advice.

• Proper categorization. Distinguish between business records and non-records.
• Setting rules. Establish records rules for email, mobile devices, social media, Zoom, Microsoft Teams, Slack and other electronic tools.
• Keeping policies up-to-date. Implement documentation policies on emerging HR concerns like marijuana use, compliance with eDiscovery guidelines, litigation-hold policies and more.
• Guaranteeing compliance. Ensure on-site, remote and work-from-home staff comply with records rules and manage HR records effectively.
• Document security. Protect personal privacy and confidential and sensitive information using best-in-class technology and tools.
• Leveraging technology. How to use software tools for record retention, along with monitoring, policy management, content management, antivirus and other records-related software.

It’s not easy to stand firm in today’s polarized world, but Costco just showed everyone how it’s done.

Allergies are an incredibly common condition. Fortunately for employers, most allergic symptoms aren’t debilitating enough to constitute disabilities under the ADA. But for millions of employees, that’s not the case, so companies should be prepared to handle these instances.

If you use wearables to collect information about employees’ physical or mental conditions or for diagnostic testing, you may be conducting medical exams under the ADA.

With each change in administration, there’s a change in how federal agencies operate. When President-elect Trump takes office Jan. 20, expect rapid change at the U.S. Department of Labor.

President-elect Trump has vowed to begin mass deportations of undocumented immigrants as soon as he takes office. Executing such a sweeping plan will likely require the deployment of dozens if not hundreds of National Guard units. Depending on the outcome of legal challenges that are almost certain to be filed, military-reserve units could be called to service, too.

I work in HR for a construction firm in Illinois. I heard that there was a national ban on noncompete agreements, but I am unclear on when or if that happened. I am also unclear what rules apply in Illinois.