If you tolerate gender stereotyping in the workplace, you could be courting a lawsuit that alleges both sex discrimination and sexual harassment.

Final rules implementing the Pregnant Workers Fairness Act took effect June 18, with partial exceptions limited to employers in Louisiana and Mississippi, employers affiliated with the Catholic church and state government agencies in Texas.

In a unanimous decision handed down June 13, the U.S. Supreme Court made it harder for the National Labor Relations Board to intervene in employers’ decisions.

For the first time, a federal appeals court has ruled that an employer that provides health insurance for its employees violates Title VII if it refuses to cover transgender care.

Final rules for enforcing the Pregnant Workers Fairness Act will take effect as scheduled on June 18.

The EEOC's recently updated workplace harassment guidance reminds employers that remote workers are just as vulnerable to harassment as on-site employees are.

The DOL announced May 30 that it is suing automaker Hyundai and two of its suppliers for employing children on an assembly line in Alabama.

Many employers are reassessing their DEI programs—and sometimes abandoning them. However, many employers are revamping and rebranding their DEI programs based on recent legal actions.

• Learn all about the National Labor Relations Act (NLRA) and which employers must follow it. Surprise—you don’t have to be a union workplace to have to follow NLRB rules.
• The NLRB’s handbook rules frequently trip up employers who don’t realize that there are strict regulations on what you can and cannot include when it comes to employee behavior. Learn which rules you should dump immediately and which ones you can tweak.
• What is protected concerted activity, activity that you cannot ban? For example, employers cannot bar employees discussing among themselves how much they are paid, what their benefits are or complaints about working conditions.
• Learn what to do when employees start talking about forming a union—and why mandatory captive-audience meetings aren’t the way to go.
• Know what you can and cannot do about employee social media posts that take aim at your company, management, and supervisors.
• See examples of unfair labor practices and understand how far you can go in directing your workforce without committing one.

• Ensure onsite, remote, and work-from-home staff comply with records rules.
• Manage electronic and HR records effectively and compliantly.
• Distinguish between business records and non-records.
• Support your records retention policy with a litigation hold policy.
• Establish records rules for email, mobile devices, social media, Zoom, Microsoft Teams, Slack, and other electronic tools.
• Implement policies and procedures for new and emerging HR concerns, including medical/recreational marijuana use.
• Comply with state and federal eDiscovery guidelines.
• Protect personal privacy and confidential and sensitive information.
• Educate everyone — onsite, hybrid, work-from-home staff — about records rules.
• Safeguard records with best-in-class technology tools.
• How to use software tools for records retention, along with monitoring, policy management, content management, antivirus, and other records-related software.