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;Give workers flexibility to fulfill their civic duty.

Despite statistics very similar to previous years in terms of average support, Willis Towers Watson (WTW) is observing an uptick in SoP failures, leading to a record year in that area: Source: WTW Global Executive Compensation Analysis Team analysis COVID-19 Pay Adjustments Drawing Heavy Scrutiny As a refresher, in early 2020, we saw proxy advisors put a spotlight on areas that could be negatively received, with a core notion that making executives whole at the expense of broader stakeholders would be problematic.

These exemptions have both a salary requirement and a job duties requirement that must be met to claim the exemption.

.; More unusual accommodations might include: ;Maternity-sized uniforms or safety gear;; ;Temporary light duty or reduced schedule to recover from a pregnancy loss (e.g., miscarriage, stillbirth); and/or,; ;Temporary suspension of “essential duties” (new in 2026, under the PWFA), such as lifting heavy boxes, provided the employee is expected to perform those duties in the “near future” , which the Equal Employment Opportunity Commission (EEOC) considers to be 40 weeks or more, if the circumstances warrant.; While the ADA would require employers to make reasonable accommodations for complications resulting in disabilities, unlike the PWFA, it doesn’t require the suspension of essential duties.

How We Became So Top Heavy How did we end up with many organizations being structured as hierarchical top-down companies in the first place?

“These stable outcomes are indicative of a corporate governance system that is fulfilling the fiduciary duty mandate that directors have to shareholders,” said Sarah King, NACD’s senior project manager.

Workspan Daily article; ;AI in Action: Implementing AI in Compensation , on-demand webinar; As more organizations search for solutions to incorporate artificial intelligence (AI) and other advanced digital tools into their human capital processes, several recent software company acquisitions will most likely affect how HR and total rewards professionals perform their duties.

Common mistakes in this area include assuming that paying an employee on a salary basis (even a high one) automatically means the employee is exempt; relying on a job title or educational credentials rather than the employee’s actual duties; and not ensuring that job descriptions are accurate and up to date, reflecting what the employee is really doing on the job (as perhaps the duties have changed over time).

Classifying employees (either intentionally or unintentionally) as exempt when their duties do not fall within the qualifications and standards for an executive, administrative, professional, computer/or and outside sales employee; in doing so, affected employees unlawfully do not receive the protections and benefits within the FLSA’s minimum wage and overtime rules.; ;Off-the-clock work.

Receive/Recognize the Request ;Trigger: An employee asks for an accommodation directly or expresses difficulty completing job duties due to a medical issue.; ;Action: Initiate the interactive process, documenting the date and nature of the request.; ;Key question: Is it clear what the need is?