From the evolving nature of artificial intelligence to possible legislation relating to leave and immigration, HR must be proactive and determine how to approach its priorities going into 2024. This resource addresses the top priorities for HR for the coming year.
Employers should follow these tips to comply with federal antidiscrimination and accommodation laws and protect the privacy of employee medical information in light of the COVID-19 pandemic.
This global research study of 1,000+ senior business and HR leaders and employees identifies five key findings about the state of today's pay equity and transparency and describes how pay equity and transparency is a critical business lever, not an HR to-do. It offers five calls to action for business and HR leaders to execute to advance progress for better business and talent impact.
Brightmine offers many tools and resources to help employers deal with the challenges relating to the US Supreme Court's decision in Dobbs v. Jackson Women's Health Organization, which allows states to restrict abortion rights.
Incidents and tragedies such as those concerning George Floyd, Ahmaud Arbery and Breonna Taylor, subsequent protests and other calls for justice must be acknowledged by organizations in a candid and honest manner.
Unfortunately workplace crimes motivated by hate or bias against a protected group are increasingly common. Brightmine offers many tools and resources to help an employer prevent and address hate crimes in the workplace.
Employee wellness programs are typically used to prevent illness by motivating employees to adopt and maintain healthful behaviors. An employer creating or managing an employee wellness program has many legal and internal considerations to take into account, such as what the program will include and how laws such as the ADA and ACA will affect the program.
Editor's Choice: HR and legal considerations for employers regarding federal, state and local equal employment opportunity (EEO) laws, including discrimination, harassment and fair pay.