Anniken Davenport is a noted employment law attorney and the editor of The HR Specialist state employment law newsletter series. She has authored several books, including Bullet-Proof Your Employee Handbook and The Employer's Practical Legal Guide. Anniken has served as a professor at Penn State University, where she taught business law and HR management, and she directed the Legal Studies Program at Wilson College. Her legal career includes representing government units in discrimination and other employment law cases and representing school districts in labor negotiations.
With new legislation and a changing workplace, it's time to evaluate if your old FMLA calendar method is still serving you or if it's time for something new
Implementing diverse hiring practices is a must for most organizations, but how to do so successfully and while avoiding legal pitfalls can be less clear.
The compensability of travel time when teleworking is one of many issues the DOL clarified its stance on recently. It may be time to update your policy.
HR professionals don't need to be business law experts, but with the fields increasingly overlapping, knowing the basics might keep you out of hot water.
New CDC guidelines update the “close contact” definition. Employers will have to incorporate the new definition into contact tracing and return to work plans for...
How to classify remote workers probably wasn’t on your mind when governors began shutting down in the spring. If you were a so-called non-essential business, you had...
Essential handbook revisions made in 2020 will protect employers in 2021. Handbooks must contain revised Title VII guidance on sexual orientation/identity...
The pandemic's 6-month stretch has made temporary telework situations more difficult to accommodate, leaving employers wondering when an employee qualifies for paid...
As the COVID-19 pandemic has shown, employers must have an emergency plan to quickly adapt to changes. Without proper risk management, employers can be caught off-guard...
Terminating workers based solely on productivity may reinforce already existing discrimination. Employees have protections under Title VII and the FFCRA.
