Sexual harassment can occur beyond the traditional workplace. Learn what “in the course of employment” means, when employers may be liable for harassment outside working hours or at off-site events, and how courts evaluate the connection between the conduct and employment. Understanding these standards helps employers strengthen compliance and reduce workplace liability.

When termination creates potential legal exposure, a well-structured severance agreement can help reduce litigation risk. Learn when severance makes strategic sense, how to separate final wages from severance benefits, determine appropriate terms, and manage employee separations in a way that protects your business and minimizes costly employment disputes.

Hiring the right workforce starts with the right legal documents. Learn the essential forms for employees and independent contractors, including offer letters, employment agreements, Form I-9, Form W-4, background check authorizations, contractor agreements, and employee handbooks. Proper documentation helps employers stay compliant, reduce legal risk, and build a strong hiring process.

Employers must carefully navigate workplace conflicts stemming from employees’ online activity. Learn how free speech protections, the NLRA, social media privacy laws, anti-discrimination rules, and off-duty conduct protections may limit disciplinary actions. Consistent policies, employee training, and coordinated legal, HR, and compliance responses can help reduce risk and avoid costly missteps.

The U.S. Department of Labor has revived the PAID (Payroll Audit Independent Determination) program, allowing employers to voluntarily self-audit wage, overtime, and leave compliance issues. By identifying and correcting Fair Labor Standards Act and FMLA violations, employers may resolve problems proactively, pay back wages, and reduce the risk of costly litigation and enforcement actions.

Employers may face growing tort liability for employee sexual assaults under the American Law Institute’s new Special Rule on Vicarious Liability. Learn when liability may arise, what “particularly vulnerable” means, which industries face increased exposure, and proactive steps employers can take to reduce risk through screening, oversight, and workplace safety measures.

Being paid on commission does not automatically make a worker an independent contractor. Courts look at the full relationship, including long-term treatment as an employee, supervision, and access to benefits like health insurance and 401(k). Misclassification risks remain high if the facts support employee status despite flexible work arrangements.

Integration clauses in employment agreements can unintentionally override prior employee agreements. Employers should carefully review applications, handbook acknowledgments, and earlier written commitments when drafting new contracts to ensure critical provisions are preserved. Failing to incorporate prior terms may eliminate protections and create legal exposure in future employment disputes or litigation.

Severance packages require careful planning to balance legal risk, employee relations, and business judgment. Learn best practices for determining when severance is appropriate, calculating defensible amounts, and communicating offers clearly. Thoughtful severance policies help employers manage risk, avoid unintended precedent, and navigate employee separations with professionalism and stability.

Learn what employers must do to support employees with disabilities under the Americans with Disabilities Act and the Rehabilitation Act of 1973. This guide covers inclusive workplace policies, reasonable accommodations, low-cost solutions, documentation best practices, insurance considerations, and available tax credits and deductions to stay compliant, reduce risk, and create a more accessible, equitable workplace.

Ignoring a sexual harassment complaint can expose employers to massive liability. Learn how even a single incident may create a hostile work environment and why delayed or inadequate responses increase damages. This guide explains employer duties, response best practices, and corrective actions beyond discipline to reduce risk, protect employees, and avoid costly lawsuits.

New York employers must prepare for 2026 wage updates effective January 1. Learn how minimum wage increases and higher overtime exemption salary thresholds impact NYC, Long Island, Westchester, and the rest of the state. Review key figures, compliance obligations, and practical steps employers should take now to update pay policies and avoid costly wage-and-hour violations.