?Takeaway: An employer can generally take protective steps to address perceived psychological issues that may portend workplace violence, particularly with respect to a public safety employee. ?A law enforcement officer for the... Read more »
Law No. 32 of April 7, 2022, entitled “Delegations to the Government for the support and enhancement of the family,” was published in Italy’s Official Gazette. Over the next 12 to 24 months, a... Read more »
After your organization has made the difficult decision to fire or lay off an employee, less is often more when it comes time to deliver the news, some experts say. “The termination... Read more »
?When Emma Gordon was working as an intern, she was on medication for an illness she was experiencing at the time. The medication caused a notable weight gain. “Several of my superiors... Read more »
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal... Read more »
?More employees are struggling with mental health conditions, and as a result, employers are fielding more requests for accommodations and dealing with increased absenteeism. Pandemic-related stress at work and at home was... Read more »
?The U.S. Equal Employment Opportunity Commission (EEOC) thus far has not added a box on the EEO-1 form to designate the gender of employees who are nonbinary. Employers unaware of the option... Read more »
?Editor’s Note: SHRM has partnered with Harvard Business Review to bring you relevant articles on key HR topics and strategies. Your best employee knocks on your door and hands you their resignation letter. What’s... Read more »
?Under both the Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA), an employee is required to provide at least 30 days’ notice of the need for leave... Read more »
?Takeaway: To take advantage of the Faragher/Ellerth affirmative defense against sexual harassment, an employer must prove both that it acted reasonably to prevent and correct sexual harassment and that the employee unreasonably failed to act by not using... Read more »