​A construction company subjected Black and Latino workers to “an abusive and hostile work environment” while they were working on a project at the University of Southern California, according to a federal lawsuit filed by the Equal Employment Opportunity Commission (EEOC).

The 4th U.S. Circuit Court of Appeals reversed an award of punitive damages in a harassment case but left the compensatory damages award totaling $250,000 intact.

In a surprising and significant ruling yesterday, a New York federal judge tossed out several key Department of Labor rules regulating the Families First Coronavirus Response Act (FFCRA), meaning that more workers will be able to take paid leave under the new law. The ruling also creates uncertainty for employers trying to comply with administrative aspects of the leave act requirements, and brings us back to the confusing early days of the new law before the DOL issued clarifying regulations. The scope of the ruling is unclear at present, as the judge did not specifically indicate if it applies nationally or just in New York. However, even if limited in scope, the same reasoning could be followed by other courts considering similar challenges in other parts of the country.

Nearly four in 10 respondents said they have turned down or decided not to pursue a job because of a perceived lack of inclusion at an organization, with LGBTQ and racial- or ethnic-minority job seekers more likely than others to report choosing not to pursue a job for this reason, according to new survey findings from McKinsey & Company.

A majority of North American employers expect that most of their furloughed workers will return to work by the end of the first quarter of 2021. Nevertheless, more workers will continue working from home on a permanent basis than before the COVID-19 pandemic, according to a July survey of 283 large employers conducted by consultancy Willis Towers Watson. The responding companies employ 4.4 million workers.Those workers permanently laid off due to the pandemic, however, are less likely to ret

​U.S. workers and HR professionals say racial discrimination exists in the U.S. workplace, but there is a vast difference in perception of how widespread it is, depending on the race of the person you talk to, according to Together Forward @Work: The Journey to Equity and Inclusion, a new report the Society for Human Resource Management (SHRM) released today.

​When it comes to HR legal issues these days, it’s all coronavirus all the time. For the HR professional, navigating this seemingly endless and ever-changing legal maze can be quite daunting. Which issues are most important? What questions must I get answered? Where should my primary attention be?I asked prominent employment law attorneys from around the country to share their "favorite" COVID-19-related legal question and to offer a suggestion or two on how to address it. Here’s what

The acceleration in the 21st century of automation, artificial intelligence and emerging technology in the workplace has required U.S. labor unions to create new playbooks to defend their members’ interests.

The National Labor Relations Board (NLRB) proposed to stop requiring employers to give unions employees’ e-mail addresses and home telephone and personal cellphone numbers during union election campaigns.

Workers may find themselves taking on different tasks during the coronavirus pandemic as business operations slow down or shift. So what does that mean for exempt employees who perform more nonexempt duties to meet changing business needs?