When an employer receives a harassment claim, they have a legal obligation to examine the claim by conducting a thorough investigation.

NYC has just opened up applications to businesses within the five boroughs to apply for a grant of $10,000.

Should we have a COVID section in our employee handbook? While COVID will continue to affect our workplaces for some time, we generally recommend not adding COVID policies directly to your handbook. Guidance from the Centers for Disease Control and Prevention (CDC) continues to evolve, and federal and state laws related to the pandemic will continue to change as well. And as we’ve seen with OSHA’s Emergency Temporary Standard, courts can put employer obligations on hold (or r

Did you know that employers still have a responsibility to make their remote employees aware of the federal and state-required DOL postings?

As the climate slowly shifts back to the "new normal,” companies must make the decision on the best workplace conditions for their employees

The Supreme Court has made their ruling on the OSHA ETS - it's blocked. We discuss what this means now for businesses and society.

I sat down with labor and employment litigator and advisor, Sal Gangemi, who also happens to be an expert in OSHA to discuss the OSHA ETS.

QUESTION: Now that we’ve become a “remote first” company with most of our employees working from home, we’ve started hiring remote employees in other parts of the country. We’re covered by FMLA because we have more than 50 employees—even at our headquarters alone. Will our remote employees be eligible for FMLA leave once they’ve worked the required amount of time? Answered by the HR Experts Yes, these new remote employees will likely be entitled to take leave under the federa

If individuals are interested in working, why aren't we attracting and retaining employees?

What do we do if an employee is diagnosed with COVID-19? Answered by the HR Experts First, notify other employees of potential exposure, if any, in the workplace. You should tell them someone was diagnosed with the illness, but you should not identify which employee is sick, even if employees ask so they can gauge their own risk. Medical information, such as a diagnosis, must be kept confidential. It’s okay if they figure it out on their own, but make sure you’re not the one