Roundup: Employee social media posts; Sexual harassment training; EEOC guidance on gender expression and gender identity; Immigration and temporary protected status for employees; Personal liability for wage violations

Dealing with employee social media posts is a complete cluster and there is no policy that will save you. That does not mean don't have a policy. It means get help from your friendly employment lawyer so it is consistent with the law.

If you want to know which states have mandatory sexual harassment training and what should go into it, the article below is a great resource. But I want to talk about what sexual harassment is really about.

Keep on making good and fair decisions and creating a discrimination and harassment free workplace. What the EEOC is up to with their guidance right now is not nearly as important as what employers actually do. So do NOT-discriminate all you want.

While the courts grapple with Haitians' temporary protected status and whether the executive branch can simply revoke it without certain procedural requirements, employers are left wondering what to do.

Make sure your employees are paid what they are owed, on time, and with the right withholdings and pay stubs. Even better, outsource your payroll to a trusted company who will make sure it always goes right and help you fix it when there's a glitch.