SHRM Online talked with Shuchi Sharma, global head of gender equality and intelligence at SAP, about the company's gender-related diversity initiatives.
Employers are more aware today than they were six years ago of the many jobs that can be performed by employees who are blind, according to a recent survey for the National Industries for the Blind. Here are tips for recruiting those individuals.
Website features may inadvertently pose barriers to people with disabilities. This chart highlights common barriers and solutions.
Design barriers might be closing off your access to this talent pool and opening employers up to legal liability.
Did you know your careers website could soon be challenged as inaccessible? Litigation challenging inaccessible websites is sprouting up, not just against businesses open to the public but also against employers over inaccessible careers portals under state law in California. Could California prove to be a trendsetter in this developing area of employment law?
Regardless of whether the Americans with Disabilities Act (ADA) or state law requires careers portals to be accessible, many employers want their careers websites to be so that they can recruit people with disabilities—a talent pool that could help employers fill jobs more quickly in the tight labor market. To achieve this goal, these businesses should not only strive to meet technical standards but make quick fixes and implement website-accessibility policies.
The legal status of marijuana in the United States is constantly changing, and one of the biggest questions for the workplace is whether medical marijuana use is protected under disability-discrimination laws.
AARP compared data from thousands of online job postings to determine which career fields will need the most new workers in the next two years. In many cases, the organization found, older workers already have the skills that these jobs require.
Eligible employees can take up to 12 weeks of leave under the Family and Medical Leave Act (FMLA), and employers must reinstate them to the same or an equivalent job when they return to work. But what happens if key employees—workers in positions that a business just can't do without—take leave?
U.K. employer pay reporting obligations may be extended to cover ethnicity following the launch of a government consultation on mandatory ethnicity pay reporting.
Canadian employers must accommodate the use of medical marijuana to the same extent as always: to the point of undue hardship.
Employee relocation—long viewed mostly as a logistical endeavor of shifting people and their belongings from one place to another—has been taking on a larger, more strategic role for many organizations.
A former county recreation commission employee could not proceed with his Family and Medical Leave Act (FMLA) claim against the commission because it had decided to demote him, and he had refused to accept the new job, before he applied for FMLA leave.
A Family and Medical Leave Act (FMLA) discriminatory interference claim can be based on a failure to promote, but an exercise-of-rights interference claim can’t be based on a corrected error that didn’t prevent a worker from taking entitled leave, according to a federal district court in Nevada.
Iowa labor and employment law overview provided by XpertHR.
Kentucky labor and employment law overview provided by XpertHR.
New Mexico labor and employment law overview provided by XpertHR.
Iowa: does this law apply?
Kentucky: does this law apply?
New Mexico: does this law apply?