Since 2010 federal law has required employers covered under the FLSA to allow nursing mothers a reasonable space and amount of time to express breastmilk. These provisions lay the foundation for the term lactation accommodations. In 2022, the introduction of the Providing Urgent Maternal Protections for Nursing Mothers Act, or the PUMP Act, expanded these protections for nursing mothers by:

Per the Fair Labor Standards Act (FLSA) employers are required to pay workers for hours they are "suffered" or "permitted to work." The U.S. Department of Labor (DOL) Fact Sheet #22: Hours Worked Under the Fair Labor Standards Act (FLSA) provides general information on what is compensable time under the FLSA.

The Department of Labor (DOL) regulation that set limits on the amount of time that tipped employees can spend performing work that does not directly generate tips has been struck down by the U.S. Court of Appeals for the Fifth Circuit.  Restaurant Law Center v. U.S. Department of Labor, No. 23-50562. The federal appeals court vacated the 2021 rule, voiding the provision nationwide which will be welcome news to hospitality employers.

Elections are often divisive - particularly when it is a presidential election cycle. Polarizing campaign tactics that leverage wedge issues, economic uncertainty and social unrest all contribute to a charged national climate. The 2024 election season exemplifies these challenges, the effects of which often make their way into the workplace. As a result, employers should consider certain measures to address these challenges in a way that is compliant and maintains productivity, while also supporting employees' ability to engage in respectful discussions and participate in the election process itself. This article surveys some of the top issues employers should consider.

Introduction

Workplace harassment can be detrimental to a business. Not only can this lower employee morale and cause interruptions in productivity, but it can also come with a financial cost. In FY 2023, there was a total of 31,354 harassment charges received by the EEOC, resulting in the payment of over $202 million by companies around the US. This does not include claims made directly to state agencies, which could drastically increase those numbers further.

Recently in employment law news, a medical transportation company became a cautionary tale to employers should they receive a claim against them. More specifically, a claim was filed with the EEOC against the company at the end of 2023 alleging discrimination based on race, national origin, and gender. The company promptly…ignored the EEOC’s requests for additional information. Now, as the company continues to ignore not only requests for information but court dates and subpoenas, the court has imposed contempt of court sanctions in the amount of $100 per day that the company remains out of compliance. That ruling was made on June 7, 2024, which means over $5,000 in penalties has amassed so far.

Title VII of the Civil Rights Act of 1964 became law 60 years ago this month. Signed into law by President Johnson the same day the bill was sent to him, this act was a significant piece of legislation that protects workers from discrimination based on race, color, religion, sex and national origin.

A new Colorado law taking effect in 2026 will require employers using artificial intelligence (AI) in making "consequential decisions" to take steps to prevent and mitigate known and reasonably foreseeable risks of algorithmic discrimination. But what is algorithmic discrimination, and how can organizations guard against it when implementing AI systems to aid in recruiting, hiring, and other employment decisions?

One of the most important HR tasks for your company is implementing a handbook. This will help get your employees all on the same page and provide a clear framework of appropriate behavior during the course of employment. Mission accomplished, right? Not quite! After getting your handbook in place, you need to ensure that you distribute and train employees on the policies as well as consistently enforce company policies, otherwise you can be faced with employee conflicts, a chaotic workforce, or even legal troubles.