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Key Takeaways Schumer Bill Seeks to Reverse Cuts to Healthcare, Including Medicaid;Legislation Seeks to Increase 401(k) Access to Young Workers;Bill Aims to Strengthen Healthcare-Based ‘No Surprises Act’;Senate Committee Unanimously Advances Pair of ESOP Bills;NLRB’s Acting General Counsel Issues Memo on ‘Salting’ Cases;Senate Committee Reverses EBSA Funding Cuts; Schumer Bill Seeks to Reverse Cuts to Healthcare, Including Medicaid Senate Minority Leader Chuck Schumer (D-New York) on Monday, Aug. 4, introduced the Protecting Health Care and Lowering Costs Act ( S. 2556 ), which aims to repeal healthcare cuts in the recently signed H.R. 1 law (also known as the One Big Beautiful Bill Act), including those to Medicaid, and permanently extend the Affordable Care Act premium tax credits that are set to expire at the end of this year.

“Those discussions are really powerful to have in a group setting.”

Two years ago, the global company with major hubs in the Northeast and the Midwest, set out to revamp its upskilling programs by, in part, introducing more rigorous ROI metrics.

We should set our sights on 0% , and we need to make sure that 2026 will not be the year we sit back, relax and let 5% become the new norm — that would be a terrible outcome of the directive.

“It’s more like electricity than it is a modification that would affect just one set of jobs or one part of production.

“If you have a skill set that is available nationally, you might make a decision that said, ‘You know what, we’re not going to go back and forth about whether you live in Austin or Boston or wherever.

“Once we have these two key sets of factors,” she said, “then we can start to systematically address whether there are systematic biases in our pay structure.”

Kruse noted that ESOPs are most often set up within companies with more than 50 employees — although he cited Switchback Brewing Company in Vermont as an example of a smaller business that opted into an ESOP.

Key roles and responsibilities typically include: ;The board of directors or compensation committee is responsible for overseeing the organization’s compensation program and setting the tone for how compensation risk is managed.; ;Senior management shapes the organization’s compensation strategy and makes sure risk management is built into the compensation programs and supporting processes.; ;HR manages the day-to-day responsibilities for compensation risk management, with help and input from other corporate functions such as finance and legal.; ;Risk management and internal audit review compensation programs and provide assurance that processes and controls — including compensation risk assessments — are working well and will suggest improvements when needed.; ;External auditors and regulators , in certain industries, may also play a role in reviewing compensation practices and enforcing applicable compliance requirements.; Compensation programs impact the entire organization,

A common assumption, and one this study set out to test, is that what attracts employees to an organization is not necessarily what keeps them over time.