Utah and New Mexico have joined the growing number of states that prohibit employers from requesting or requiring access to job applicants’ social networking accounts.

Organizations are increasingly using social networking sites to recruit job candidates, and many HR professionals use these sites to target passive candidates and those with a specific skill set, according to new research the Society for Human Resource Management (SHRM) released April 15, 2013.

When an employee requires a period of leave because of a medical issue or disability, the situation is not always straightforward, and the best way to manage it is not always clear. Adding to the confusion is that employers face an ever-changing alphabet soup of federal and state laws and regulations, starting with the Family and Medical Leave Act (FMLA).

Data on the use of the first large private health exchange for U.S. employers -- providing an online platform for active employees to purchase employer-subsidized coverage -- reveal that enrollees chose the health plan they felt offered the best value for themselves and their family and that they liked being able to select among multiple carriers.

There are so many legal pitfalls to avoid when using social media in the candidate sourcing and screening processes, some employers might wonder whether it’s worth all the trouble.

A majority of employers who responded to a recently released survey are screening candidates in a conscientious manner, auditing providers and educating themselves on legal-compliance issues.

The Health and Human Services Department proposes to delay a requirement that offers plan choices to small firms.

There are so many legal pitfalls to avoid when using social media in the job candidate sourcing and screening processes, some HR professionals might wonder whether it’s worth all the trouble.

Data on the use of the first large private health exchange for U.S. employers -- providing an online platform for active employees to purchase employer-subsidized coverage -- reveal that enrollees chose the health plan they felt offered the best value for themselves and their family and that they liked being able to select among multiple carriers.

The “Monday morning surprise” -- when an employee approaches you on Monday morning to report an injury he or she sustained at work on Friday -- can be a dreaded situation with potential pitfalls for an employer.

On Feb. 28, 2013, approximately 286 businesses and municipal employers filed an amicus brief in support of a challenge to the federal Defense of Marriage Act (DOMA), now before the U.S. Supreme Court.