Articles by WorkWise Compliance team

Workplace violence prevention is a systematic effort to identify hazards, protect employees, and respond to threats. It spans threats and verbal abuse through physical assault and homicide, with 740 workplace homicides reported in 2023. Many companies still treat prevention as optional. There is no specific federal violence standard, but ignoring workplace violence prevention invites citations under this clause and under various state laws. National Institute for Occupational Safety and Health (NIOSH) notes that violence can occur in any setting and is more likely when workers handle money, work alone, interact with unstable people, or operate in high‑crime areas. If you’re wondering how to prevent violence at work, remember that preventing workplace violence is both a legal requirement and a moral imperative.

An OSHA inspection is a formal workplace safety review conducted by the Occupational Safety and Health Administration (OSHA), a division of the U.S. Department of Labor. During an OSHA inspection, compliance officers evaluate whether employers comply with the Occupational Safety and Health Act (OSH Act) and other associated federal labor laws. An OSHA inspection is a government‑initiated enforcement activity. These inspections may be unannounced and can lead to citations and penalties if the compliance officer finds violations. Employers should view the inspection process as a chance to correct hazards and demonstrate good faith.

Employers are increasingly relying on flexible, project‑based arrangements to get work done. From rideshare drivers to graphic designers, gig workers operate outside traditional employment structures. However, wage and hour laws still apply, and misclassifying a worker can trigger expensive penalties. This article explains the employee/independent contractor distinction, highlights the tests used at the federal level and in key states, and offers practical guidance to stay compliant.

Paid sick leave and paid family/medical leave requirements in the United States are complicated because there is no national law that requires private employers to offer paid sick time. Instead, companies must follow a mix of state and local rules. More than 20 states and many cities now require some type of paid sick or “safe” leave, and several states have created or expanded paid family and medical leave programs.

Union organizing drives are no longer confined to heavily industrial workplaces. The <a href="https://www.nlrb.gov/">National Labor Relations Board (NLRB)</a> has reinforced that employees have a legal right to organize and bargain collectively and that employers must remain neutral and comply with labor laws. This article summarizes early organizing signs, labor organizing employer rules, training and posting obligations, and communication rules that HR representatives and managers should understand.

Employers often monitor activity on work devices, track employee locations, or install video cameras for safety and security reasons. Such surveillance can also protect trade secrets and verify time worked, particularly when employees work remotely. However, privacy laws at the federal and state levels demand that monitoring be transparent and limited to legitimate business needs. This article explains why transparent monitoring is essential, outlines state laws requiring notice, highlights pitfalls to avoid, and offers best practices and a template notice.

Remote work allows employers to hire talent wherever they live, but it also extends the company’s legal obligations into every state where employees sit. U.S. labor laws operate in layers; federal rules set a baseline and are supplemented by state and local statutes. When a company has people working remotely across multiple states, managers must understand that the laws of the employee’s location generally apply regardless of where the headquarters sits. This article explains why multi-state labor compliance creates compliance headaches around postings, pay, and taxes, and offers practical steps to manage the risks.

Diversity, Equity, and Inclusion (DEI) programs aim to improve fairness at work, but federal agencies are paying closer attention to whether these programs follow the law. The Equal Employment Opportunity Commission (EEOC) and the U.S. Department of Justice (DOJ) are reviewing initiatives that use protected traits when making hiring or promotion decisions. This article explains the new enforcement focus, the policies that may be risky, what employers must do to comply, and how to create DEI programs supported by evidence.

Employers in the United States maintain huge amounts of personal information about their workers – not just names and addresses, but Social Security numbers, healthcare data, salary details, performance records, and even biometric identifiers. This article illustrates the legal landscape around employee data protection, explains what information qualifies as sensitive information, and outlines best practice steps for human resources (HR) departments and compliance teams striving for stronger employee data compliance.

Fully remote arrangements helped organizations survive lockdowns and remain popular with many workers, but mandatory “Return‑to‑Office” (RTO) policies can invite legal risk when employers ignore existing employment laws. Wage and hour rules, disability accommodations, poster obligations, and discrimination laws apply regardless of where people perform work. To ensure strong RTO policy compliance, employers need to understand how these rules apply differently across remote, hybrid, and on‑site models, draft clear policies, and communicate changes to staff.