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Car accidents are annually responsible for approximately 1.3 million deaths worldwide, according to the World Health Organization (WHO). In the United States, the National Highway Traffic Safety Administration (NHTSA) projects there were an estimated 42,915 traffic fatalities in 2021, a 10.5 percent increase compared to 2020 and the highest annual percentage increase in the Fatality Analysis Reporting System’s history.
Fifty-five percent of motor vehicle deaths were the result of single-vehicle crashes, according to 2020 statistics published by the Insurance Institute for Highway Safety (IIHS).
The Association for Safe International Road Travel (ASIRT) reports that road traffic injuries are the leading cause of death among people aged five to 29. More than half of all road traffic deaths occur among vulnerable road users, such as pedestrians, cyclists and motorcyclists, and they are also the single greatest annual cause of death of healthy U.S. citizens traveling abroad.
In addition to devastation from

Imagine this: work colleagues regularly taunt you about your age. They call you names, laugh at how you walk and ignore your input.

On the one hand, you don’t want to complain because you don’t want to play the victim or make things worse. On the other hand, you wake up every morning feeling anxious about going to work. You’ve noticed how exhausted you feel at the end of the day. And you know how deeply this harassment impacts you mentally, emotionally and physically.

Does this behavior sound ridiculous in today’s workplace? Yes, it does. But sadly, it is real.

Last month, a lawsuit against toymaker Mattel revealed some of the most noxious, blatant behavior, including a barrage of ageist taunts, mocking and harassment.

The question is, what do you do about it?

“When someone experiences harassment or discrimination on the basis of their age, speaking up is difficult in

Getting hurt by another person’s negligent actions can devastate your life and those you love.

A car crash, slip, fall, or medical error can result in serious physical injuries. These injuries can affect your ability to perform daily activities and cost you time off work. They may even impair your ability to find a job in the future. Rehabilitation can likewise take a toll on your mental health. You may need to rely on your family for your recovery heavily.

All of these factors can compel you to file a personal injury claim in the hopes of receiving a fair amount for your injuries. However, filing a case and winning it are two separate things. First, you need to understand the process to receive the compensation you deserve. Are you contemplating filing a case but don’t know how? Here are some things you need to know regarding the personal injury claims process:

You want to treat your employees fairly and provide a healthy work environment for all. But in the real world, things sometimes get messy. You have an employee who needs time off, but he’s the only person who can do his job. Someone is upset about being passed over for a promotion. Another employee is allergic to a coworker’s perfume. And someone is “dishing the company tea” on social media.

Now what?

In human resources (HR) training, every ethical challenge has a tidy answer. In practice, it’s often quite difficult to find solutions that everyone agrees are fair and right.

Federal employment laws are nice, tidy guide rails for your business. While they don’t resolve every HR dilemma, they give you a framework for handling many of the complexities involved in employing people.

This article covers nine types of federal labor laws you need to know and when they apply

At-will employment doesn’t necessarily mean you can fire employees at will. Know how to protect your business from wrongful termination complaints.
Most employment relationships are at-will, meaning you can fire employees at any time for any legal reason or no reason at all. Often, employers hear “at-will” and “any reason” and skip over the “legal” part. In fact, there are many illegal reasons for firing an employee, and it’s important to understand them before you let someone go.

How easy is it for a snap decision to turn into a wrongful discharge complaint? Consider the well-known case of EEOC v. Walgreens, in which a diabetic employee with an 18-year record of excellent service ate a $1.39 bag of chips because she was hypoglycemic. She tried to pay for the chips when her sugar rebounded, but her supervisor, perhaps under the influence of a particularly strident presentation on shrink prevention, fired