U.S. Citizenship and Immigration Services (USCIS) issued policy guidance to address immigration officers’ discretion to grant employment authorization to immigrants who are paroled into the United States and may be otherwise unauthorized to enter the country.
Effective Oct. 31, employers in Kansas City, Mo., can no longer ask job applicants about their prior salary. The city’s ordinance is part of a growing national trend to ban salary-history questions.
While there is never a perfect time to break the bad news to an employee, picking the best time to conduct a termination in Canada can help ease the employee’s discomfort and the financial impact on the employer.
Germany’s Trade Secrets Act allows company information to be legally protected trade secrets only if companies take appropriate steps to keep the information confidential.
A United Kingdom (U.K.) employer’s review of a departing employee’s e-mail was appropriate under the circumstances, the High Court of England and Wales ruled. The decision places workers on notice that they shouldn’t rely on data privacy law to argue that a contract has been breached and they are thus freed from post-termination restrictions, legal experts say.
A Spanish firm that dismissed an employee accused of spending his workdays exploring the Internet on a company computer—visiting websites featuring betting, sexual content, shopping and travel—breached his constitutional privacy right in obtaining the evidence, an appeals court has ruled.
Large U.S. employers expect that their 2020 health care costs will rise 6 percent without any cost-management adjustments and by 5 percent if they make changes to their plans. Here's what employers are doing to rein in plan premiums.
New IRS guidance confirms how retirement plan administrators should handle reporting and income tax withholding for plan participants who, to delay their taxes, have refused to cash plan distribution checks.
Transgender discrimination is not prohibited by Title VII of the Civil Rights Act of 1964, the U.S. Department of Justice (DOJ) told the Supreme Court in a brief.
The first few weeks on the job isn't the time to start angling for a promotion. Start positioning yourself as a team member as soon as you join the new company and focus on becoming accepted into the department's inner circle—where the plum assignments, pay raises and promotions come from.
Sentiment analysis technology can help employers understand what workers feel and why they feel that way. Well-timed and effectively written surveys can reveal employee pain points and show HR and managers changes that need to be made and better communicated.
E-mail is not the place to settle an argument or yell at the office jerk, as satisfying as that would be. Instead, use e-mail to share information. Save difficult conversations for face-to-face interactions.
Several chicken processing plants in Mississippi may have violated federal law by knowingly employing undocumented immigrants, according to immigration officials. Company employees, however, said they never knowingly employed people who presented false documentation to work.
California employers will have to immediately report serious occupational injuries and illnesses and workplace fatalities to the state by phone or an online system if Gov. Gavin Newsom signs a bill that legislators recently sent his way.
The U.S. Department of Labor (DOL) plans to update its rules on the fluctuating workweek method of calculating overtime pay to cover more workers and provide employers with greater flexibility. This is just one of several employer-friendly proposed changes the DOL is pursuing.
Most multinational companies should have global employment policies that are lawful and reflect company culture—not a global handbook that dictates exactly what must be done under any circumstances.
Recent amendments to Jordan’s primary employment legislation include pay equity provisions, paternity leave and revised onsite child care requirements.
The Egyptian Labor Law needs significant changes in order to keep up with existing practices and avoid exacerbating negative effects on the employer, employee and the economy.
Global employers that want to promote diversity and inclusion can support lesbian, gay, bisexual and transgender (LGBT) employees and advocate for LGBT rights, even in countries with policies and attitudes that are hostile to those rights—if they approach their activities with care.
Forbes reports that almost all Fortune 500 executives play golf; furthermore, executives who play golf earn about 17 percent more than those who don't. But women and minorities rarely play the game. Golf offers networking and career advancement opportunities we can't afford to miss—especially those from underrepresented groups.