October is one of my favorite times of the year. (And no, not just because of the Pumpkin-flavored coffee/donuts/muffins at Dunkin, though that certainly helps). But for the last several years, our firm has been producing our Fall Webinar series.

And this year is no exception.

In our complimentary four-part webinar series (register here

For HR professionals and employment lawyers, the basics of FMLA and ADA is an oft-covered topic in law firm webinars.

But I’ve heard from plenty of people that they’re good with the basics; it’s the tricky issues that give them headaches.

With the acknowledgement that one person’s difficult question may be another person’s easy one

Sometimes it’s hard to appreciate how things have changed since the pandemic hit and the challenges we face going forward.

I was thinking about all those little things over the weekend when I put pocket change in my little “change jar” that I keep in my bedroom.

You see, prior to the pandemic, at the

As post-vaccination life kicks in, the complications for employers continue to mount.  No doubt life was a lot harder on lockdown, but some individual decisions for employers were easy — just work from home.

But over the last few weeks, judging from the calls I’m fielding from employers of all sizes, there’s a desire to

As plans for a broader vaccine rollout unfold, the questions and decisions facing employers have multiplied. Beyond the important question of whether employers can mandate vaccines, there is an equally-challenging question: should they?

I’ve been talking with employers a lot about these issues the last few weeks — so much so, that my colleagues and

Can you “Say Anything” in the workplace?

Last month, a Silicon Valley CEO told employees that its mission doesn’t include taking stands on political issues outside the financial realm.

As a result, and as reported by the San Francisco Chronicle, “employees were told that internal debates about politics and activism not related to

With little fanfare, the Commission on Human Rights and Opportunities updated its website to note that it was giving a blanket 90 day extension of time for all employers to complete the sexual harassment prevention training.

Previously, that deadline was set for October 1, 2020. While it was granting a 90 day extension of time