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Employment Law

Dodge discrimination claims when diversifying

There’s a right way and a wrong way to diversify your workforce. The right way is difficult and takes time. The wrong way is to push current employees out of the way.

New: EEOC has guidance on hearing disabilities at work

A new Q&A document from the EEOC offers advice on how employers can comply with the ADA by accommodating applicants and employees with hearing disabilities.

Companies cut employees, hire contractors instead

Layoffs are in the news again, but research conducted by ResumeBuilder.com in January suggests some job cuts aren’t a response to lower consumer demand in a sluggish economy, but old-fashioned cost-cutting instead.

$5.6 million mistake: Misclassifying employees as contractors doesn’t save money

Some employers look for almost any excuse to treat workers as independent contractors instead of employees. The reason is usually simple: Contractors generally cost less than employees. However, those savings can be wiped out in a flash if the Department of Labor’s Wage and Hour Division determines those contractors should really have been classified as employees all along.

3 steps to solve an invisible DEI problem: Awareness

New research conducted by Torch suggests there is a gap in awareness between how well-meaning business leaders think they’re doing on DEI and their actual progress. Three steps can help align leaders’ thinking about their organization’s DEI challenges.

OK to discipline worker who filed complaint

Make sure your organization’s supervisors understand that it’s perfectly legal to impose legitimate discipline on an employee who has filed a harassment or discrimination complaint.

High Court to rule on how to accommodate religious needs

The upcoming case, Groff v. DeJoy, was filed by U.S. Postal Service employee Gerald, who asked the post office to accommodate his Christian faith needs by not scheduling him to work on Sundays.

HR, business groups oppose noncompete ban

Banning noncompete agreements, the Federal Trade Commission contended, “could increase wages by nearly $300 billion per year and expand career opportunities for about 30 million Americans.” The U.S. Chamber of Commerce last month vowed to sue to stop the rule from being implemented.

Begin complying with PUMP Act immediately

The recently enacted PUMP Act—PUMP stands for Providing Urgent Maternal Protections—expands new mothers’ rights to express breast milk at work. Employers must begin complying now.

The feds are coming for your company’s noncompete agreements

The Federal Trade Commission proposed a new rule on Jan. 6 prohibiting employers from imposing noncompetes on their workers. Here are some of the biggest questions regarding the huge announcement.