Virtual meetings have quietly built a language all their own, and once you notice it, you can’t unhear it. From quick handoffs to polite exits, these phrases act like shortcuts that keep conversations moving and everyone on the same page. What do these phrases actually mean? And how are they shaping the way we communicate and collaborate in virtual meetings?

As hybrid work arrangements and mobile workforces continue to expand, employers operating within the City of Detroit face increasing complexity when determining how to properly withhold local income tax for non‑resident employees. Detroit’s non‑resident withholding rules apply only to compensation for services physically performed within city limits, yet the practical application can vary depending on the nature of the employee’s work, their history of work locations, and how...

Onboarding new employees can be a smooth, automated process these days, but it comes with a catch: the dreaded “no-show” hire. You’ve sent the offer, watched them complete online forms, even collected Section 1 of the I-9 and then… nothing. They never show up for their first day.

When it comes to attracting the best talent, writing inclusive job descriptions is one of the simplest and most effective changes an organization can make. Yet many job ads unintentionally exclude neurodivergent candidates including people with autism, ADHD, dyslexia, dyspraxia, and other neurological differences because they’re written without considering different ways people process information.

For the past five years, the "virtual-first" hiring model was hailed as the ultimate efficiency win for HR. However, as generative AI tools have evolved from simple resume builders to real-time interview copilots, the digital veneer of the hiring process is cracking. To outsmart the surge in AI-assisted fraud and "bot-optimized" candidates, companies are increasingly dusting off the physical conference room and returning to the in-person interview.

Terminations can become more complicated when an employee, during or after offboarding, claims the decision was based on a disability. These claims may involve cognitive conditions, such as autism or ADHD, or physical conditions, such as chronic pain or medical disorders. While these situations can feel high-risk, the legal framework for evaluating them is consistent and manageable when employers follow sound practices.

For years, merit-based pay increases have been positioned as a cornerstone of effective talent management. The logic was straightforward: reward top performers, motivate improvement, and reinforce a pay-for-performance culture. But in today’s economic environment, many organizations are rethinking that formula. Enter the rise of “peanut butter raises” – uniform, across-the-board pay increases applied evenly across employee populations.

Cold and flu season is an unwelcome but predictable reality in the workplace. As illnesses spread, is it possible that cold and flu diagnoses could qualify for FMLA?

Something is shifting in the employment law landscape and it’s happening faster than many HR teams realize. Over the past year and into 2025, there’s clear evidence that discrimination charge activity at the U.S. Equal Employment Opportunity Commission (EEOC) remains elevated and evolving.

The Occupational Employment and Wage Statistics (OEWS) program, administered by the U.S. Bureau of Labor Statistics (BLS) in cooperation with state workforce agencies, runs a semi-annual survey that collects data from approximately 1.1 million non-farm establishments. It produces detailed employment and wage estimates by occupation across more than 580 areas such as states, metropolitan regions, and nonmetropolitan areas as well as the nation as a whole.

Severance pay is a topic that often surfaces when employees leave a company, yet many people don’t fully understand how it works. Whether someone is laid off, terminated, or leaving voluntarily, severance pay can play an important role in easing the transition. This FAQ-style guide breaks down severance pay in simple terms.

Many employers invest heavily in employee training and development, and to protect these investments, they often use "stay‑or‑pay" clauses also known as Training Repayment Agreements (TRAPs) which require employees to repay training costs if they leave voluntarily within a specified period. These agreements, while once widely accepted, are now increasingly challenged due to evolving state laws and legal scrutiny.

2026 is shaping up to be a year of major shifts in employer‑provided benefits thanks to the recent passage of the One Big Beautiful Bill Act (OBBBA). While much of the early attention focused on overtime pay and tax changes, the legislation also brings important updates for benefit plans, flexible spending accounts, and family‑focused savings vehicles.

HR professionals often find themselves balancing two truths: policies that “wipe clean” after a set period such as rolling attendance systems and employees whose past performance patterns still matter. While policy may require prior infractions to fall off formally, effective coaching requires managers to understand and use historical context without violating fairness or policy intent. The challenge is helping managers coach employees in a way that acknowledges the past while...

As digital workflows become the norm across corporate America, electronic signatures have moved from a convenience to a necessity. From onboarding paperwork to vendor contracts and internal approvals, e-signatures streamline operations, reduce administrative overhead, and accelerate decision-making. Yet many companies still rely on ad-hoc processes or outdated assumptions about legal validity. For employers looking to modernize while staying compliant, establishing a clear and...