Blog

Hope you enjoyed a lovely Labor Day holiday! Across the country, the courts heard many cases in recent days relating to workers’ (and employers’) rights.

Only good news seems to be coming out of the U.S. Bureau of Labor statistics these days. The U.S. unemployment rate is the lowest it has been in the last 10 years, reaching 4.0% earlier this month. As economic indicators go, that’s an excellent one—particularly if you’re looking for work!

In today’s era of low unemployment, businesses have to compete harder than ever for top talent. The best job candidates can come and go in the blink of an eye. Hiring managers have to make decisions and act very quickly in order to secure the services of these top performers.

In case you hadn’t noticed, unemployment is currently the lowest it’s been in decades. It’s a job seeker’s employment market right now in the United States, leaving employers scrambling to attract the best talent for new and open positions.

As an HR professional, you’re almost certainly aware that businesses are under more pressure than ever to identify and crack down on workers who might steal, harass, or even commit violent acts in the workplace.

Most businesses try to avoid anything controversial or political, and for good reason. In today’s polarized political climate, even the barest hint of offensive speech or actions can have repercussions, even accidentally.

Employment stories from around the country resonated nationwide last week as different states work to address different problems.

Texas has been the No. 1 state in the U.S. for job growth so far in 2018, but the Federal Reserve Bank of Dallas reports that the state’s economy is likely entering a slowdown.

More positive news arrived for job seekers last week when the Labor Department announced another net gain of jobs in July, showing that employers continue to find ways to expand.

If your company conducts pre-employment physical testing, are you taking the potential liability into account? The EEOC is cracking down on the potential for discrimination inherent in the policy.

Last week, we learned that increasing immigration enforcement can have very real consequences for human resources professionals, that using legal substances at home can lead to problems at work, and that even former ride-share drivers can still cause major P.R.

A man in Florida illustrated the dangers of trusting a cheap background check company by suing HireRight for unfair business practices after HireRight sought his arrest records that did not result in convictions.