Employers have until Jan. 4, 2026, to download records for E-Verify cases last updated on or before Dec. 31, 2015. On Jan. 5, 2026, USCIS will dispose of these E-Verify records that are more than 10 years old.
Employers have until Jan. 4, 2026, to download records for E-Verify cases last updated on or before Dec. 31, 2015. On Jan. 5, 2026, USCIS will dispose of these E-Verify records that are more than 10 years old.
The PWFA allows expecting workers to miss work for OB/GYN appointments and such. Does that mean they do not have to use PTO or vacation time for missing work as well?
For employers looking to hire experienced experts in varied fields, the adage “in adversity, there is opportunity” may ring true. One obvious place to look is in the current federal workforce, courtesy of the government shutdown.
Following a year of major turnover and political shifts, the Equal Employment Opportunity Commission is charting a new course that blends regulatory rollback with renewed focus on systemic discrimination.
How you design and conduct interviews can make the difference between winning or losing a failure-to-hire or -promote case. The secret is preparation.
If a staff member is submitting FMLA paperwork months prior to their due date, do we still need to then submit a letter within five days?
After almost ten months, it now appears that the Department of Labor’s senior leadership team is in place and can now move forward with what are anticipated to be substantial changes.
• Gain a thorough review of the PWFA and what it requires, as well as when the FMLA covers pregnancy and recovery.
• Learn all about fertility treatments under the PWFA—which ones are covered and which definitely are not.
• See what’s a reasonable accommodation under the PWFA and when it overlaps with intermittent leave under the FMLA.
• Learn all about child bonding versus post-partum recovery—is there an overlap?
• Determine which post-pregnancy accommodations are also serious health conditions under the FMLA.
• Learn why you should always dock FMLA leave when employees take leave as a reasonable pregnancy-related accommodation.
White employees who believe they have been discriminated against because of their race are using Section 1981 to sue because it doesn’t have the tight limits Title VII has.