News & Analysis

Dear Littler: I am General Counsel at a large, well-known company, and I’m having a hard time endorsing "implicit bias training." Am I the only GC who has concerns about this kind of training? What am I missing?

I just learned that one of our employees has the measles. Can I tell the other employees why he’s out so they can get tested or monitor their own health? Can I require them to receive the measles vaccine?

A new employee claims he is not subject to income tax. Is this possible? How should we direct HR to respond?

Our company would like to amend our HR forms to include a "non-binary" option in addition to "male" and "female," and an "other" category to race/ethnicity. Are there any issues with our doing so?

Can we create a blanket policy prohibiting all weapons anywhere on company property, including the parking lots?

What developments in employment law will be relevant as we set compensation for next year?

Election Day is coming up in a few weeks, and I’ve been getting questions from our managers in various branches about voting-related leave for employees.

I work in a health care setting. A nurse is refusing to get the flu shot based on her supposed religious beliefs. Do we need to accommodate her?

What the heck is “big data?” Are there any risks with relying on “extra” information about candidates?