A workplace trend known as loud working suggests that some employees are spending more time making sure their work is noticed, sometimes at the expense of actually getting work done. With ongoing layoffs, economic uncertainty, and concerns about artificial intelligence replacing jobs, employees may feel that doing good work is no longer enough. They also need to make sure everyone knows they're doing it.

Many nonunion employers mistakenly believe they are not subject to unfair labor practice (ULP) charges filed with the National Labor Relations Board (NLRB). However, the National Labor Relations Act (NLRA) protects employees in both union and nonunion workplaces. The NLRB enforces these protections, ensuring that employers respect employees’ rights to engage in protected concerted activities, regardless of whether a union is present.

Domestic violence can affect an employee’s health, safety, attendance, and ability to remain employed. Michigan employers should understand two important laws that provide support for employees experiencing domestic violence or sexual assault – the Earned Sick Time Act (ESTA) and recent changes to unemployment eligibility.

Employers are facing another year of rising health care costs, and employees are feeling more of the impact. According to KFF's 2026 Employer Health Benefits Survey, released October 22, 2026, the average annual premium for employer-sponsored family coverage increased 5% to $28,303. Employee contributions rose faster, increasing 9% to $7,471. That follows a 7.6% increase the prior year. Over the same period, wages grew 3.7% and overall inflation was 2.7%.

Daylight Savings Time ends November 1: When clocks are turned back an hour in the early morning on November 1st workers on the midnight shift at that time will actually work an extra hour. Assuming that these workers are nonexempt employees, meaning that they are governed by the Fair Labor Standards Act (FLSA), they must be paid for all hours worked.

An employee’s medical leave can create difficult decisions for employers, especially when an absence continues longer than expected. While businesses must manage staffing needs and maintain operations, terminating an employee who is on short-term disability (STD) can create legal risks if the decision is not carefully evaluated.

As workplace tensions rise amid political divisions, economic uncertainty, and other pressures, employees may be more likely to speak their minds, sometimes crossing the line when addressing supervisors. But when does talking back to the boss become grounds for discipline or termination, and when is that behavior protected under federal labor law? The National Labor Relations Board (NLRB) has wrestled with this question for decades, with its decisions shifting over time on how much leeway...

Employers frequently say they can't find qualified talent. Open positions go unfilled for weeks or even months, and hiring managers grow frustrated by the lack of candidates who meet their requirements. But what if the talent they're looking for is already out there? Too often, employers overlook capable candidates simply because they don't have the exact experience or qualifications listed in the job description. In their search for the perfect fit, they may be missing out on...

The U.S. Equal Employment Opportunity Commission (EEOC) has submitted a draft proposal to the Office of Information and Regulatory Affairs (OIRA), part of the U.S. Office of Management and Budget, concerning the use of arrest and conviction records in employment decisions. If approved, the proposal appears likely to result in the withdrawal of the EEOC's previous guidance on the issue.

Acquisitions don't always mean immediate integration. When one company acquires another, employees may continue operating under different compensation structures, benefits packages, policies, and workplace cultures for years. For example, Amazon merged with Whole Foods Market back in 2017 but just recently made the decision to expand healthcare, leave, and other benefits for Whole Foods Market employees. This announcement offers a timely portrayal of how companies revisit their approach...

SHRM does it again: A Virginia federal jury awarded a job applicant $400,000 in her disability bias case claiming the Society for Human Resource Management yanked a job offer after she requested to bring her service dog to work to help manage her Type 1 diabetes.

Artificial intelligence promised to make recruiting faster and more efficient. From screening resumes to scheduling interviews, technology was expected to take time-consuming tasks off recruiters’ plates and help employers fill openings sooner. However, new research suggests the results haven’t lived up to those expectations.

For many employees, the workweek begins long before Monday morning. As Sunday afternoon turns into evening, thoughts of unfinished projects, overflowing inboxes, and upcoming meetings begin to creep in. What should be the final hours of a relaxing weekend instead becomes a source of anxiety.

Employees often anticipate when termination may be approaching and may raise performance-related explanations or concerns for the first time. While employers may want to move quickly, these situations often require a more deliberate approach. Taking the time to investigate, document concerns, and follow proper procedures can help ensure that the termination decision is legally defensible.

Thinking like an owner does not mean having a financial stake in the organization. It means understanding that everyday decisions and behaviors affect coworkers, customers, productivity, reputation, and ultimately the organization’s success.