Most workers who dodge an injury shake it off and get back to work. That instinct is the reason the same hazard catches someone else later, and it’s why near miss reporting needs a real system behind it.
More employers are adding menstrual leave, and most are writing it the riskiest way possible: restricted by sex. Here’s what the PWFA already requires, where Title VII exposure creeps in, and how to keep the benefit without the liability.
We analyzed 6,293 TrainingToday course completions to see what employees are actually learning this year. The results say a lot about where professional development is headed and what your training mix should look like.
Preventable crashes often start with driver behavior. Learn how a practical driver behavior management framework helps employers reduce risk, coach safer habits, and strengthen safety culture.
The EEOC just made pregnancy cases a five-year enforcement priority, then filed two lawsuits in the span of a month. Here’s what the agency is targeting and what to check in your own accommodation practices before a request lands on your desk.
If you employ Haitian or Syrian TPS holders, the Supreme Court’s ruling in Mullin v. Doe just changed your I-9 reverification timeline, and the guidance is still moving.
Minimum wage changes hit at different times in different places, and keeping your FLSA compliance current means knowing exactly which rates apply where your employees work.
A job hazard analysis is one of the most useful tools a supervisor has for preventing accidents and guiding on-the-job training. These five tips, from keeping it simple to observing the task in real time, will help you write a JHA that actually gets used.
The EEOC is actively enforcing the PWFA, and some of the biggest mistakes are the well-intentioned ones. Here’s how to handle accommodation requests, when leave is (and isn’t) the answer, and the overcorrection trap to watch for.
In this HR Hotline Q&A, an HR Hero subscriber asked whether employees sent to supervisor school on the company’s dime must also be paid for the time spent there. The FLSA’s answer comes down to four criteria, and this employer meets none of the exceptions.