Employment Law

Latest News & Features:

EEOC Rule Clarifies Wellness Programs
The Equal Employment Opportunity Commission's new rule on wellness programs imposes limitations on the type of information employers can collect from workers. Some critics, however, object to the many layers of federal regulations covering these programs.
Caution Around Concerted Activities
An appeals court recently upheld the NLRB's decision that a Jimmy John's franchisee violated the NLRA in terminating and disciplining employees who posted fliers implying customers might get sick after eating sandwiches there. Experts say the ruling is no surprise, but it does underscore the need for employers to tread carefully in such situations.
EEOC Addresses Leave Issues
Experts say HR leaders should recognize that the Equal Employment Opportunity Commission's focus extends beyond individual violations to ensuring that a company's entire employee leave process is ADA-compliant.
New OT Rule Poses Challenges
The new rule will boost the number of workers who qualify for overtime pay. But experts say its effects on employers remain uncertain.
The Battle over Bathroom Rights
Balancing the religious freedoms of employees with gender expressions in the workplace may be an impossible task for HR professionals, experts say.
Beware the 'Persuader' Rule
A new rule from the U.S. Department of Labor requires employers to disclose any paid information from lawyers and other consultants who advise them on union organizing. Experts explore how it's going to impact employers.
Debating Non-Competes
A new Treasury Department report examines non-compete agreements and lays out several recommendations. Is it fair to employers or is there a hidden agenda?
The Future of Paid Sick Leave
Legal experts say an executive order mandating paid sick leave for federal contractors could be a sign of things to come for all U.S. employers. Here's what employers need to know.
Decoding DOL's Final Fiduciary Rule
Now that the Department of Labor has unveiled its long-awaited fiduciary rule, experts discuss the impact it will have on HR organizations going forward.
Pay Equity: New Pressures, New Strategies
More aggressive regulation for pay equity represents a stern call to action for employers to review their job and pay structures, as well as analyze pay differentials to ensure that they understand their data, with a focus on pay gaps and business-related factors that may or may not explain them.
More Employment Law Stories >

Legal Clinic Column

Question: We just completed an internal investigation into allegations of discrimination and found the evidence did not substantiate the claim. Are we required by law to tell the complaining employee -- who keeps asking about the investigation -- sensitive information uncovered by the investigation? If not, is there a best practice for how much information HR should share about an investigation and its results with the complaining employee?