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10/17/2025

🎉 𝗖𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗶𝗻𝗴 𝟯𝟱 𝘆𝗲𝗮𝗿𝘀 𝗼𝗳 𝘁𝗵𝗲 𝗔𝗗𝗔!

October is Disability Awareness Month — the perfect time to reflect on how far we’ve come and how far we still have to go in creating fully inclusive workplaces.

💼 In our latest, free HR Employment Law Advisor article, employment law expert Anniken Davenport explores how managers can better support disabled employees and help close the employment gap that still exists today.

💡 From simple accommodations to ensuring inclusion in every aspect of work life, Anniken shares what every manager and HR pro should know to make a lasting impact.

🔗 Get the full story in this week’s free HR Employment Law Advisor article — available now: https://www.hremploymentlawadvisor.com/free/35-years-of-the-ada-how-managers-can-support-disabled-employees/

10/16/2025

🤔 𝗔𝗰𝗰𝗼𝗺𝗺𝗼𝗱𝗮𝘁𝗲 𝗼𝗿 𝘁𝗲𝗿𝗺𝗶𝗻𝗮𝘁𝗲? 𝗧𝗵𝗮𝘁 𝗶𝘀 𝘁𝗵𝗲 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻...

𝟭. “𝗛𝗼𝘄 𝗱𝗼 𝘆𝗼𝘂 𝘁𝗲𝗿𝗺𝗶𝗻𝗮𝘁𝗲? 𝗪𝗵𝗮𝘁 𝗹𝗮𝗻𝗴𝘂𝗮𝗴𝗲 𝗱𝗼 𝘆𝗼𝘂 𝘀𝘂𝗴𝗴𝗲𝘀𝘁?”

𝗔𝗻𝘀𝘄𝗲𝗿: Employers should follow their normal termination process for all terminations. Terminating someone who cannot be accommodated is no different from terminating someone for any other reason. Just make sure you have documented all your efforts to make reasonable accommodations and are confident you can show that you have met your legal obligations under the ADA, the FMLA, Title VII’s religious accommodations provisions, the PUMP Act and the Pregnant Workers Fairness Act (PWFA) and can prove you did.

𝟮. “𝗪𝗵𝗲𝗻 𝗶𝘁 𝗰𝗼𝗺𝗲𝘀 𝘁𝗼 𝗮 𝗿𝗲𝗹𝗶𝗴𝗶𝗼𝘂𝘀 𝗮𝗰𝗰𝗼𝗺𝗺𝗼𝗱𝗮𝘁𝗶𝗼𝗻, 𝗰𝗮𝗻 𝘄𝗲 𝗮𝘀𝗸 𝗳𝗼𝗿 𝗽𝗿𝗼𝗼𝗳 𝗼𝗳 𝘁𝗵𝗲𝗶𝗿 𝗿𝗲𝗹𝗶𝗴𝗶𝗼𝘂𝘀 𝗺𝗲𝗺𝗯𝗲𝗿𝘀𝗵𝗶𝗽 𝗮𝗻𝗱 𝘁𝗵𝗲 𝗿𝘂𝗹𝗲𝘀 𝘁𝗵𝗲𝘆 𝗮𝗿𝗲 𝗮𝘀𝗸𝗶𝗻𝗴 𝘂𝘀 𝘁𝗼 𝗮𝗰𝗰𝗼𝗺𝗺𝗼𝗱𝗮𝘁𝗲?”

𝗔𝗻𝘀𝘄𝗲𝗿: You are limited in how far you can go when determining whether a worker’s religious reasonable accommodations request is based on a sincerely held belief. You cannot, for example, demand that the employee provide you with a letter from a priest, rabbi or other spiritual leader attesting to the need for time off. Nor can you demand proof that the employee belongs to a particular congregation.

Instead, adopt the use of a simple accommodations request form like the one the EEOC suggests is appropriate. You can, however, ask a few basic questions in order to clarify exactly what the accommodation request is – i.e. does the worker need time break time to worship during the work day? Does the employee need a particular day off during the week because their religion prohibits work during the Sabbath? You can review it here.

𝟯. “𝗖𝗮𝗻 𝗜 𝗿𝗲𝗾𝘂𝗶𝗿𝗲 𝗮 𝗱𝗲𝗹𝗶 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝘂𝘀𝗶𝗻𝗴 𝘀𝗹𝗶𝗰𝗲𝗿𝘀 𝗮𝗻𝗱 𝗸𝗻𝗶𝘃𝗲𝘀 𝘁𝗼 𝘁𝗿𝗮𝗻𝘀𝗳𝗲𝗿 𝘁𝗼 𝗰𝗮𝘀𝗵𝗶𝗲𝗿 𝗱𝗲𝗽𝘁 𝘄𝗵𝗲𝗿𝗲 𝘁𝗵𝗲𝗿𝗲’𝘀 𝗻𝗼 𝗶𝗻𝗵𝗲𝗿𝗲𝗻𝘁 𝗿𝗶𝘀𝗸? 𝗜𝗳 𝗮𝗻 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝘀𝘂𝗳𝗳𝗲𝗿𝘀 𝗺𝗮𝗷𝗼𝗿 𝗰𝘂𝘁, 𝗶𝘁 𝗺𝗮𝘆 𝗿𝗲𝗾𝘂𝗶𝗿𝗲 𝗺𝗲𝗱𝗶𝗰𝗮𝗹 𝗶𝗻𝘁𝗲𝗿𝘃𝗲𝗻𝘁𝗶𝗼𝗻 𝘁𝗼 𝘁𝗿𝗲𝗮𝘁 𝘁𝗵𝗮𝘁 𝗰𝗼𝘂𝗹𝗱 𝗯𝗲 𝗱𝗲𝘁𝗿𝗶𝗺𝗲𝗻𝘁𝗮𝗹 𝘁𝗼 𝗳𝗲𝘁𝘂𝘀.”

𝗔𝗻𝘀𝘄𝗲𝗿: Assuming that you follow standard safety rules, it’s hard to imagine that using slicers or knives poses any unreasonable risk to a pregnant worker beyond the ordinary. Making that assumption may smack a bit of paternalism.

On the other hand, should the worker’s medical providers recommend avoiding slicers and knives, you should engage in an interactive accommodations process to arrive at a reasonable accommodation satisfactory to all. Plus, remember that the EEOC has taken the position that some essential functions must be temporarily removed if performing them is contra-indicated. In that case, that might mean having someone else run the slicer while the employee completes other tasks within her limitations.

𝟰. “𝗛𝗼𝘄 𝗺𝘂𝗰𝗵 𝘁𝗶𝗺𝗲 𝗼𝗳𝗳 𝗮𝗿𝗲 𝘄𝗲 𝗿𝗲𝗾𝘂𝗶𝗿𝗲𝗱 𝘁𝗼 𝗴𝗶𝘃𝗲 𝗮𝗳𝘁𝗲𝗿 𝗰𝗵𝗶𝗹𝗱𝗯𝗶𝗿𝘁𝗵?”

𝗔𝗻𝘀𝘄𝗲𝗿: That is the million dollar question of the year. When considering time off following birth, start with the FMLA. If you are an FMLA covered employer and the employee is eligible for FMLA leave, time off to recover and bond is available for up to 12 unpaid weeks. If you’re not an FMLA covered employer or the employee isn’t eligible because of insufficient service, consider whether the PWFA applies. It covers employers with 15 or more employees and has no prior service requirement. The presumption is that it would be a reasonable accommodation for an employer to allow unpaid leave for conditions related to pregnancy, including time needed to recover. Thus, a worker undergoing a C-section might get a certification from a health care provider that says she is incapacitated for six weeks or so. And should she then suffer from post-partum depression, she might be entitled to further time off. Until we see the final regulations, employers will have to do their best to make accommodations in a reasonable fashion, perhaps erring on the side of caution and granting time off requests.

This article is from HR Employment Law Advisor. For more full-length articles on employment law topics from experts in the field, subscribe today: https://www.hremploymentlawadvisor.com/

📢 If you want more insight on this topic, don’t miss our upcoming webinar: 𝘈𝘤𝘤𝘰𝘮𝘮𝘰𝘥𝘢𝘵𝘦 𝘰𝘳 𝘛𝘦𝘳𝘮𝘪𝘯𝘢𝘵𝘦? 𝘏𝘰𝘸 𝘵𝘰 𝘓𝘦𝘨𝘢𝘭𝘭𝘺 𝘋𝘳𝘢𝘸 𝘵𝘩𝘦 𝘓𝘪𝘯𝘦 — happening Wednesday, October 22nd at 1 p.m. EST. The high-stakes question every employer faces: Accommodate or say goodbye? Join employment lawyer Anniken Davenport as she provides a legal roadmap for navigating ADA, FMLA, Title VII, PWFA, and PUMP Act compliance — helping you know when to say “yes,” when to say “no,” and when it’s legally safe to say goodbye.

Register for the webinar here: https://training2.businessmanagementdaily.com/accommodate-or-terminate-webinar/?campaigncode=4257WL

10/15/2025

⚖️ 𝗗𝗲𝗺𝗼𝘁𝗶𝗼𝗻𝘀 𝗱𝗼𝗻’𝘁 𝗵𝗮𝘃𝗲 𝘁𝗼 𝘀𝗽𝗲𝗹𝗹 𝗱𝗶𝘀𝗮𝘀𝘁𝗲𝗿

When handled right, they can protect your organization and preserve dignity.

💼 Today's visual guide breaks down 5 steps to smart, legally safe demotions — from showing respect to planning for a smooth exit.

👀 Take a look at the graphic, then tell us in the comments:

Which step do 𝘺𝘰𝘶 think managers struggle with most?

If you're a manager, which step do you have the most difficulty with?

10/14/2025

💡 𝗥𝗲𝗮𝗱𝘆 𝘁𝗼 𝘁𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺 𝗛𝗥’𝘀 𝗿𝗲𝗽𝘂𝘁𝗮𝘁𝗶𝗼𝗻?

From navigating conflict to shaping culture, HR sits at the heart of today’s biggest workplace challenges. But despite its critical role, HR’s influence is often misunderstood — or worse, underestimated.

On Tuesday, October 21 at 1:00 p.m. EST, join Hilary McClain, partner at Modern Management, for 𝘛𝘳𝘢𝘯𝘴𝘧𝘰𝘳𝘮𝘪𝘯𝘨 𝘏𝘙: 𝘚𝘩𝘪𝘧𝘵𝘪𝘯𝘨 𝘗𝘦𝘳𝘤𝘦𝘱𝘵𝘪𝘰𝘯𝘴 𝘢𝘯𝘥 𝘌𝘭𝘦𝘷𝘢𝘵𝘪𝘯𝘨 𝘐𝘮𝘱𝘢𝘤𝘵. You’ll learn how to:

✅ Build credibility with leadership and employees alike

✅ Align HR strategy with business objectives

✅ Strengthen manager partnerships

✅ Streamline outdated functions and processes

This webinar will show you how to flip the script — and claim your seat at the decision-making table. 👉 Register here: https://training2.businessmanagementdaily.com/transforming-hr-webinar/?campaigncode=4255WL

🗼And if you like what you hear, you’ll definitely want to catch Hilary live at LEAP 2026, happening April 8–10 at Paris Las Vegas! She’ll join a long list of powerhouse speakers from top employment law firms like Ogletree, Littler, Foley, Quarles, Bradley and more.

With two full days of expert sessions, workshops, and networking opportunities, is where HR and legal professionals come together to tackle today’s toughest employment law challenges.

✨ The full session schedule is live now — register here: https://theleapconference.com/

10/10/2025

💼 𝗔𝗿𝗲 𝘆𝗼𝘂 𝗿𝗲𝗮𝗹𝗹𝘆 “𝗹𝗮𝘄𝘀𝘂𝗶𝘁-𝗽𝗿𝗼𝗼𝗳𝗶𝗻𝗴” 𝘆𝗼𝘂𝗿 𝘁𝗲𝗿𝗺𝗶𝗻𝗮𝘁𝗶𝗼𝗻 𝗺𝗲𝗲𝘁𝗶𝗻𝗴𝘀? 𝗛𝗲𝗿𝗲’𝘀 𝗵𝗼𝘄 𝘁𝗼 𝗺𝗮𝗸𝗲 𝘀𝘂𝗿𝗲.

Terminations are among the hardest—and most legally risky—tasks HR pros handle. One wrong word can trigger a lawsuit. Stay calm, plan ahead, and follow these essentials:

🧾 1. Be prepared

Review the facts, confirm the decision is sound, and document legitimate business reasons. Draft a script to stay on message if emotions rise.

📍 2. Determine the right place

Meet privately in a space without interruptions—never your own office.

👥 3. Have a witness

A neutral manager’s presence helps prevent later disputes about what was said.

🚫 4. Don’t debate the decision

Communicate the decision clearly without arguing or offering mixed messages.

🔁 5. Focus on transition issues

Arrange the return of company property and address any ongoing obligations.

💰 6. Handle final pay

Check state laws—some require immediate payment after termination.

📂 7. Manage personnel record requests

Know your state’s rules and review with legal counsel.

🤝 8. Consider severance

If offered, ensure it’s tied to a legally sound release agreement.

📝 9. Document the discussion

Take notes right after the meeting and stick to your prepared script.

🤫 10. Maintain confidentiality

Only those with a legitimate need should know the details.

✨ Final note: Treating departing employees with dignity goes a long way toward minimizing stress and legal risk.

🔗 HR Employment Law Advisor is your go-to resource for expert employment law insights. Read the full article here: https://www.hremploymentlawadvisor.com/free/how-to-lawsuit-proof-your-next-termination-meeting/

10/09/2025

⚖️ 𝗔𝗿𝗲 𝘆𝗼𝘂 𝗿𝗲𝗮𝗱𝘆 𝗳𝗼𝗿 𝘁𝗵𝗲 𝗯𝗶𝗴𝗴𝗲𝘀𝘁 𝗲𝗺𝗽𝗹𝗼𝘆𝗺𝗲𝗻𝘁 𝗹𝗮𝘄 𝘀𝗵𝗮𝗸𝗲-𝘂𝗽 𝗶𝗻 𝘆𝗲𝗮𝗿𝘀?

💼 In less than a year, President Trump has remade the agencies that define how employers must treat applicants and employees — rewriting rules, cutting regulations, and requiring federal contractors and grantees to overhaul discrimination policies.

📊 The EEOC reported nearly $700 million in monetary recoveries for more than 21,000 victims of discrimination — and new charge filings jumped 9%, including a 9.2% increase in disability discrimination cases. (𝘚𝘰𝘶𝘳𝘤𝘦: 𝘌𝘌𝘖𝘊 𝘍𝘠 2024 𝘥𝘢𝘵𝘢)

🔥 With sweeping changes from the Supreme Court and federal agencies, the 𝘌𝘮𝘱𝘭𝘰𝘺𝘮𝘦𝘯𝘵 𝘓𝘢𝘸 𝘔𝘢𝘴𝘵𝘦𝘳 𝘊𝘭𝘢𝘴𝘴 is more essential than ever. This attorney-led training will:

✅ Review critical HR laws and recent updates

✅ Clarify which EEOC, NLRB, and DOL directives you must follow now

✅ Help you reduce litigation risk while maintaining compliance

👩‍⚖️ Featuring Anniken Davenport, attorney, author, and editor of HR Specialist: Employment Law, who will take your toughest compliance questions live — and even after the session.

💬 “Anniken provided really relevant information.”

💬 “I love Anniken’s webinars — they never disappoint!”

📅 Join us October 15, 2025, from 1:00–5:00 p.m. Eastern for this advanced A-to-Z legal training for HR professionals.

🔗 Register today: https://training2.businessmanagementdaily.com/event-employment-law-master-class/

10/08/2025

💡 𝗧𝗵𝗶𝗻𝗸 𝘆𝗼𝘂𝗿 𝗻𝗲𝘄 𝗵𝗶𝗿𝗲 𝗺𝗶𝗴𝗵𝘁 𝗯𝗲 𝗮 𝗺𝗶𝘀𝗺𝗮𝘁𝗰𝗵? 𝗗𝗼𝗻’𝘁 𝗽𝗮𝗻𝗶𝗰 𝗷𝘂𝘀𝘁 𝘆𝗲𝘁.

🧭 Sometimes, what feels like a hiring mistake is really just a misalignment — of expectations, communication, or onboarding support. Before you cut your losses, it might be worth running a “salvage operation.”

In this carousel, we share 7 𝘱𝘳𝘢𝘤𝘵𝘪𝘤𝘢𝘭 𝘸𝘢𝘺𝘴 𝘵𝘰 𝘵𝘶𝘳𝘯 𝘢 𝘴𝘵𝘳𝘶𝘨𝘨𝘭𝘪𝘯𝘨 𝘯𝘦𝘸 𝘩𝘪𝘳𝘦 𝘢𝘳𝘰𝘶𝘯𝘥 — from rethinking expectations to fine-tuning training and mentorship.

And even if things don’t work out, there’s still value: every misstep is a chance to improve your hiring and onboarding process.

👉 Check out the carousel for all seven “salvage” strategies — and find more expert employment law resources from HR Employment Law Advisor here: https://www.hremploymentlawadvisor.com/

10/07/2025

😤 𝗗𝗼𝗻’𝘁 𝗶𝗴𝗻𝗼𝗿𝗲 𝗻𝗲𝗴𝗮𝘁𝗶𝘃𝗶𝘁𝘆 — 𝗵𝗲𝗿𝗲’𝘀 𝗵𝗼𝘄 𝘁𝗼 𝗵𝗮𝗻𝗱𝗹𝗲 𝗮 𝗯𝗮𝗱 𝗮𝘁𝘁𝗶𝘁𝘂𝗱𝗲 𝗮𝘁 𝘄𝗼𝗿𝗸

Managers often hesitate to address a bad attitude, unsure how to “measure” behaviors like gossiping, whining, or constant pessimism. But ignoring negativity can be costly—it spreads quickly, dragging down morale, productivity, and even your organization’s reputation. The good news? Managers can and should address attitude problems just as they would any other unacceptable behavior, using a few simple adjustments to stop negativity before it takes root.

1️⃣ Take action

Leaders who tolerate a bad attitude send the message that they aren’t all that concerned about it. Similarly, if offenders see little chance of being punished, they have little motivation to change. Speak up and follow disciplinary policy to squash the negativity of a harmful individual and to let the staff know you mean business.

2️⃣ Watch your reward equation

Attention is a powerful reward. Listening too long to complainers or displaying interest in what gossips say encourages them to keep up their negative behavior. After all, it is yielding what they want—your notice.

3️⃣ Stop complaining

Leaders are role models whose behavior must set an example. Chiming in on office gripe sessions promotes their validity and frequency. Exercise discretion and encourage productive discussions rather than laundry lists of complaints.

4️⃣ Provide feedback outlets

Employees want to have a voice, so give them appropriate chances to air concerns. Encourage workers to drop by for a one-to-one discussion. Pick up the phone to chat with remote workers. Regularly survey employees. Install a comment box. Knowing they will be heard through these channels may keep them from airing grievances elsewhere.

5️⃣ Manage change more effectively

Anything that disturbs the status quo causes reactions. Limit negativity by planning ahead. Look at the change from other people’s points of view to address possible concerns. Aim for calm, clear communication—it will go over much better than “dropping a bomb.”

6️⃣ Enlist everyone’s help

Notice negativity permeating the staff? Call on everyone to improve the atmosphere. Examine the current state of the work environment and brainstorm how to make it better. Work together on specific action steps for becoming the kind of team you all aspire to be.

🗓️ Want to dive deeper into tackling workplace negativity? Join 𝘕𝘦𝘨𝘢𝘵𝘪𝘷𝘪𝘵𝘺 𝘋𝘦𝘵𝘰𝘹: 𝘈 𝘞𝘰𝘳𝘬𝘴𝘩𝘰𝘱 𝘧𝘰𝘳 𝘔𝘢𝘯𝘢𝘨𝘦𝘳𝘴 with leadership coach Catherine Rymsha on Tuesday, October 14 at 1:00 p.m. EST to learn practical strategies for managing negativity and building a more respectful, collaborative culture.

🔗 Register for 𝘕𝘦𝘨𝘢𝘵𝘪𝘷𝘪𝘵𝘺 𝘋𝘦𝘵𝘰𝘹: 𝘈 𝘞𝘰𝘳𝘬𝘴𝘩𝘰𝘱 𝘧𝘰𝘳 𝘔𝘢𝘯𝘢𝘨𝘦𝘳𝘴 here: https://training2.businessmanagementdaily.com/negativity-detox-webinar/?campaigncpde=4253WL

10/06/2025

💼 𝗪𝗲’𝗿𝗲 𝘁𝗵𝗿𝗶𝗹𝗹𝗲𝗱 𝘁𝗼 𝗿𝗲𝗰𝗼𝗴𝗻𝗶𝘇𝗲 𝗤𝘂𝗮𝗿𝗹𝗲𝘀 𝗮𝘀 𝗼𝘂𝗿 𝗼𝗳𝗳𝗶𝗰𝗶𝗮𝗹 𝗟𝗘𝗔𝗣 𝟮𝟬𝟮𝟲 𝗹𝗮𝗻𝘆𝗮𝗿𝗱 𝘀𝗽𝗼𝗻𝘀𝗼𝗿!

🎉 Quarles & Brady LLP is a respected national law firm with extensive experience in labor and employment law, working closely with HR professionals on real-world issues that impact their workplaces. Their attorneys provide practical, business-focused guidance on compliance, policies, litigation, and employee relations—making them a trusted partner for HR teams nationwide.

📅 𝗟𝗘𝗔𝗣 𝟮𝟬𝟮𝟲 is coming up 𝗔𝗽𝗿𝗶𝗹 𝟴–𝟭𝟬 at 𝗣𝗮𝗿𝗶𝘀 𝗟𝗮𝘀 𝗩𝗲𝗴𝗮𝘀! This premier employment law conference—now in its 22nd year—brings together HR professionals from across the country for three days of learning, networking, and expert-led sessions.

✨ LEAP is where HR professionals get clear, practical answers to today’s toughest employment law questions—straight from the nation’s leading labor attorneys.

Join us to earn SHRM and HRCI credits, gain actionable insights, and connect with top legal experts (including speakers from Quarles and other renowned firms).

🔗 Register for LEAP 2026 here: https://theleapconference.com/

10/03/2025

📌 𝗪𝗵𝘆 “𝗼𝘃𝗲𝗿𝗾𝘂𝗮𝗹𝗶𝗳𝗶𝗲𝗱” 𝘀𝗵𝗼𝘂𝗹𝗱𝗻’𝘁 𝗯𝗲 𝗮 𝗱𝗲𝗮𝗹𝗯𝗿𝗲𝗮𝗸𝗲𝗿

A growing number of Gen Z college graduates are seeking out blue-collar work—not as a fallback, but as a strategic career choice. According to a May 2025 ResumeBuilder.com survey of over 1,400 Gen Z adults, 42% are currently working in or pursuing skilled trades. Notably, 37% of those individuals hold bachelor’s degrees. The top reasons include job security, better long-term earning potential and reduced fear of being replaced by AI.

For HR professionals hiring for skilled roles, this presents both an opportunity and a challenge: it’s time to reconsider what “overqualified” really means.

💡 𝗪𝗵𝘆 𝘁𝗵𝗲𝘆’𝗿𝗲 𝗮𝗽𝗽𝗹𝘆𝗶𝗻𝗴—𝗮𝗻𝗱 𝘄𝗵𝘆 𝘁𝗵𝗮𝘁’𝘀 𝗮 𝗴𝗼𝗼𝗱 𝘁𝗵𝗶𝗻𝗴

The stereotype that college grads only turn to trades out of desperation is no longer accurate. Many are choosing these paths for stability, autonomy, and fulfillment. These candidates bring a wealth of transferable skills—problem-solving, communication, digital fluency—that can elevate your workforce. Some may even have long-term plans to move into leadership, training or technical specialties within the trade, bringing ambition as well as experience.

🛠️ 𝗥𝗲𝘁𝗵𝗶𝗻𝗸 𝘆𝗼𝘂𝗿 𝗿𝗲𝗷𝗲𝗰𝘁𝗶𝗼𝗻 𝗰𝗿𝗶𝘁𝗲𝗿𝗶𝗮

Too often, applicants with a college degree are screened out early in the hiring process under assumptions like:

🔸 “They’ll get bored.”

🔸 “They’re not serious.”

🔸 “They’ll leave as soon as something better comes along.”

But rejecting candidates based on these assumptions risks missing out on loyal, high-performing talent. Many of these applicants are actively seeking long-term trade careers—not waiting around for a corporate ladder to climb.

📋 𝘏𝘙 𝘵𝘦𝘢𝘮𝘴 𝘴𝘩𝘰𝘶𝘭𝘥:

𝗔𝘃𝗼𝗶𝗱 𝗮𝘂𝘁𝗼-𝗳𝗶𝗹𝘁𝗲𝗿𝗶𝗻𝗴 𝗿𝗲𝘀𝘂𝗺𝗲𝘀 with degrees for roles perceived as “less academic”

𝗔𝘀𝗸 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲𝘀 𝗱𝗶𝗿𝗲𝗰𝘁𝗹𝘆 why they’re interested in the role and what they hope to gain from it

𝗨𝗽𝗱𝗮𝘁𝗲 𝗷𝗼𝗯 𝗱𝗲𝘀𝗰𝗿𝗶𝗽𝘁𝗶𝗼𝗻𝘀 to focus on skills, interests and outcomes—not assumptions about educational background

𝗧𝗿𝗮𝗶𝗻 𝗵𝗶𝗿𝗶𝗻𝗴 𝗺𝗮𝗻𝗮𝗴𝗲𝗿𝘀 to focus on alignment with job duties, not perceived mismatches

🚪 𝗗𝗼𝗻’𝘁 𝗹𝗲𝘁 𝗯𝗶𝗮𝘀 𝘀𝗵𝗿𝗶𝗻𝗸 𝘆𝗼𝘂𝗿 𝘁𝗮𝗹𝗲𝗻𝘁 𝗽𝗼𝗼𝗹

As trade industries face a growing skills gap, turning away willing and capable workers based on outdated ideas about qualifications is a luxury no one can afford. Smart hiring means looking at what candidates bring to the table, not what box they came from.

👉 More employment law resources are available from HR Employment Law Advisor: https://www.hremploymentlawadvisor.com

10/02/2025

👩‍⚖️ 𝗛𝗼𝘄 𝗣𝗪𝗙𝗔 𝗮𝗰𝗰𝗼𝗺𝗺𝗼𝗱𝗮𝘁𝗶𝗼𝗻𝘀 𝗱𝗶𝗳𝗳𝗲𝗿 𝗳𝗿𝗼𝗺 𝗮𝗰𝗰𝗼𝗺𝗺𝗼𝗱𝗮𝘁𝗶𝗼𝗻𝘀 𝘂𝗻𝗱𝗲𝗿 𝗼𝘁𝗵𝗲𝗿 𝗹𝗮𝘄𝘀

🤰 At first glance, the Pregnant Workers Fairness Act (PWFA) looks similar to the ADA and Title VII. It requires an interactive process and allows employers to deny accommodations that create undue hardship. But key differences set it apart.

🍼 The PWFA treats pregnancy as a temporary disability. That means accommodations must be provided quickly, with the understanding that needs may change as the pregnancy progresses. The law also takes a different view of essential functions than the ADA or Title VII.

📋 PWFA scope

Any employer covered by Title VII must comply. Accommodations are required for employees or applicants with limitations related to pregnancy, childbirth, or related conditions—ranging from morning sickness and frequent bathroom breaks to preeclampsia, gestational diabetes, or postpartum depression.

⏳ Time constraints and essential functions

A “qualified employee” under the PWFA is one who can perform essential job functions now or within 40 weeks. Until then, employers may need to temporarily shift duties to keep the employee working.

💬 Touch base with pregnant employees often

Needs evolve throughout pregnancy—morning sickness may give way to discomfort or frequent breaks. Managers should listen and adjust quickly.

🛠️ Common accommodations

The EEOC lists options like equipment changes, relaxed dress codes, telework, temporary assignments, or light duty. Attorneys advise against asking for documentation for routine requests—delays can trigger penalties.

🚫 Undue hardship

Courts rarely side with employers on undue hardship under the ADA, and the PWFA sets an even higher bar. Burden on co-workers may be the only valid defense.

🎓 Train managers

Knowing how PWFA requirements differ from other accommodation laws is essential. Train managers to recognize requests and act promptly to avoid liability.

📢 To take this a step further, join us for our upcoming webinar, 𝘖𝘷𝘦𝘳𝘭𝘢𝘱𝘱𝘪𝘯𝘨 𝘓𝘦𝘢𝘷𝘦 𝘓𝘢𝘸𝘴: 𝘔𝘢𝘯𝘢𝘨𝘪𝘯𝘨 𝘗𝘳𝘦𝘨𝘯𝘢𝘯𝘤𝘺 𝘜𝘯𝘥𝘦𝘳 𝘵𝘩𝘦 𝘗𝘞𝘍𝘈 𝘢𝘯𝘥 𝘍𝘔𝘓𝘈, on October 8 at 1:00 p.m. EST with employment law attorney Anniken Davenport. We’ll break down how these laws interact, where they differ, and what employers need to do to stay compliant while supporting pregnant employees.

🔗 Register here: https://training2.businessmanagementdaily.com/overlapping-leave-webinar/?campaigncode=4251WL

10/01/2025

🚫 𝗛𝗼𝘄 𝘁𝗼 𝘀𝘁𝗼𝗽 𝘁𝗼𝘅𝗶𝗰 𝘁𝗮𝗹𝗸 𝗳𝗿𝗼𝗺 𝘀𝗽𝗿𝗲𝗮𝗱𝗶𝗻𝗴 𝗮𝗻𝗱 𝗽𝗿𝗼𝘁𝗲𝗰𝘁 𝘆𝗼𝘂𝗿 𝘄𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲 𝗰𝘂𝗹𝘁𝘂𝗿𝗲

💬 Whether it’s gossip, bullying, or unprofessional messages online, toxic communication has no place in the workplace.

✨ That’s why we pulled together 8 strategies to keep workplace messages positive and professional—from handling tone in digital chats to encouraging reporting and modeling respectful behavior.

📌 Check out the full list in our carousel above 👆

🔗 Want more employment law content from HR Employment Law Advisor? Sign up here: https://www.hremploymentlawadvisor.com/

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