All Posts

The Internal Revenue Service (IRS) has released guidance on cost-of-living increases to the income ranges for determining individual retirement account (IRA) and Roth IRA contribution eligibility, and to claim the Saver’s Credit for 2021 — but employee 401(k), 403(b) and IRA contribution […]

The trend to legalize cannabis consumption continued on Election Day as voters in five states approved new laws allowing medical and recreational marijuana use.

Three former employees of an agricultural technology company could lawfully compete against their former employer and seek to patent technology that they developed while working there, the 8th U.S. Circuit Court of Appeals ruled.

An employee with carpal tunnel syndrome failed to show that her employer’s reason for eliminating her position was a pretext for disability discrimination under the Americans with Disabilities Act (ADA), according to the 7th U.S. Circuit Court of Appeals.

Open enrollment season is here, which means employees can elect or change their employer-offered benefits, such a health, vision and dental insurance, and start planning how they can use their employer’s health flexible spending arrangements (FSAs), also referred to as […]

The Department of Labor (DOL) released a final rule requiring fiduciaries to select investments for 401(k) and other plans based on plan participants’ financial interests, rather than nonfinancial factors such as a fund’s environmental, social and governance (ESG) criteria.

A provision in an employee handbook saying that all company employees were subject to an alternative dispute resolution program was not enough, by itself, to compel arbitration in a former employee’s wrongful termination claim, a California appeals court ruled.

An employee’s inability to work under a particular supervisor because of anxiety and stress related to the supervisor’s standard oversight of the employee’s job performance did not constitute a disability under California’s Fair Employment and Housing Act.

Employment attorneys said there may be better ways to collect and analyze workplace data to support the LGBTQ community than adding sexual orientation and gender identity to EEO-1 reports.

We have more than 50 employees and are already covered by the California Family Rights Act (CFRA), so how will the CFRA expansions under SB 1383 affect us as a large business? Under existing law, employers with 50 or more […]