California Family Care and Medical Leave Comparison Chart – California employers must comply with two comprehensive family and medical leave laws: the federal Family and Medical Leave Act (FMLA) and the state California Family Rights Act (CFRA). This chart compares key features of the two laws. Note that additional state and local laws require employee leave for other purposes, such as the employee’s illness, bereavement, and pregnancy disability.
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Burnout has become a defining challenge in today’s workplace. Employees across industries report feeling exhausted, disconnected, and undervalued. These conditions not only harm individual well-being but also impact organizational performance. While burnout is multifaceted, fostering a sense of purpose at work can be the key to overcoming it.
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On Feb. 26, 2026, the U.S. Department of Labor (DOL) announced a proposed rule that would rescind the department’s 2024 final independent contractor rule and replace it with an analysis for employee classification under the Fair Labor Standards Act (FLSA) similar to the one adopted by the DOL in 2021. The proposed rule was published in the Federal Register on Feb. 27, 2026.
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Understanding key workplace leave and accommodation laws is essential for both employers and employees. The Family and Medical Leave Act (FMLA) provides eligible employees with job-protected leave for certain family and medical reasons, while the Americans with Disabilities Act (ADA) requires employers to provide reasonable accommodations to qualified individuals with disabilities.
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Question: Are companies required to offer COBRA to all employees who leave the organization?
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Workplace learning is entering a new era shaped by slowed hiring, shifting employee expectations, and rapid advancements in artificial intelligence (AI). For employers, this creates a unique challenge: how to build a future‑ready workforce with the talent they already have while ensuring development approaches remain human-centered, flexible, and aligned with real career motivations.
Continue readingCalifornia Updates Employment Status and Reimbursement Rules for Vehicle Use – On Oct. 11, 2025, the governor approved Senate Bill (SB) 809, which reaffirmed that mere ownership of a vehicle—personal or commercial—used by a person providing labor or services for remuneration does not make that person an independent contractor. The law took effect on Jan. 1, 2026.
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We recently released our latest HR Edge newsletter. This quarter’s newsletter covers the following topics:
Click the following link to access: HR Edge (Q1 2026).
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Our HR department continues to provide expertise and serve as a valuable resource for navigating the pressing challenges employers face today. This team fields questions each day from employers seeking answers to their HR questions.
In recent months, employers have sought guidance on Affordable Care Act reporting deadlines, the health savings account expansion, Trump Accounts, and benefits open enrollment. While answers to these topics can vary based on locality, employer, and individual circumstances, federal agencies offer guidance that can aid employers in addressing day-to-day challenges in the workplace.
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To help individuals better understand the new deductions for qualified overtime compensation under the One Big Beautiful Bill Act (OBBBA), the U.S. Department of the Treasury (Treasury) and the IRS issued frequently asked questions (FAQs) on Jan. 23, 2026.
On July 4, 2025, President Donald Trump signed a tax and spending bill commonly referred to as the OBBBA into law. Among other provisions, the OBBBA allows certain workers an above-the-line deduction for “qualified tips” and “qualified overtime compensation” for taxable years beginning after Dec. 31, 2024, and ending for taxable years beginning after Dec. 31, 2028.
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