Employee Management

New and Updated

• Type:

  Leading Practice Guides

  Selecting Employees for Promotion

  Updated to provide information on the use of algorithmic decision-making (AI) assessment tools.

• Type:

  How To

  How to Support an Employee Who Experiences Pregnancy Loss

  This How To details the steps and issues to consider to support an employee who experiences a pregnancy loss.

• Type:

  Employment Law Guide

  Employee Discipline: District of Columbia

  Updated to reflect amendments to the Ban on Non-Compete Agreements, effective September 21, 2022.

• Type:

  Legal Timetable

  Massachusetts Paid Family and Medical Leave Contribution Rates Decrease

• Type:

  Letters and Forms

  New Jersey Reasonable Suspicion Observed Behavior Report Form

  As recommended by the New Jersey Cannabis Regulatory Commission, New Jersey employers may use the New Jersey Reasonable Suspicion Observed Behavior Report Form.

• Type:

  Employment Law Guide

  Disabilities (ADA): Maryland

  Update to reflect Baltimore law requiring pregnancy accommodations, effective January 10, 2026.

• Type:

  Employment Law Guide

  Workers' Compensation: Ohio

  Updated to reflect amended rules regarding intoxication-related injuries, effective September 26, 2025.

• Type:

  Legal Timetable

  Delaware Paid Family and Medical Leave Contributions Begin

• Date:

  September 20, 2022

  Type:

  Commentary and Insights

  HR Tech 2022: All About Change Management and the Employee

  HR Tech 2022 was all abuzz last week with HR professionals eager to collaborate in-person again. This article explores key themes coming out of the conference.

• Date:

  September 15, 2022

  Type:

  Commentary and Insights

  "Quiet Quitting": 5 Things for Employers to Think About

  The unique combination of the coronavirus pandemic, deteriorating economic conditions, rise in flexible working (particularly hybrid/remote working) and increased awareness of the importance of maintaining wellbeing/good mental health has seen the concept of "quiet quitting" gaining traction. What steps - if any - should employers take to tackle this phenomenon?