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And while SECURE 2.0 contains some provisions that are helpful to employers, said Arendshorst, the LTPT provision places an additional hour-counting burden on employers, who should keep close watch for the expected final regulation to be issued in the near future.

Access a bonus Workspan Daily Plus+ article on this subject: ;A Medicare Communication Resource: FAQs for Employees Nearing 65; A Chance to Mitigate Medicare Confusion As shared at the start of this article, the Medicare system is layered and complex, with the base parts — plus Medigap and Medicare Advantage — all having different rules, costs and timelines.

Leaders may know how many people they have but not what tasks those employees are performing — or which of those tasks will be automated, augmented or redesigned in the near future.

Examples include: ;Completion of safety training and refresher programs;; ;Participation in safety audits, inspections and walkthroughs;; ;Reporting of hazards and near-misses;; ;Closure of corrective and preventive actions; and,; ;Attendance at toolbox talks and safety committee meetings.; Leading indicators reflect employee and leadership behaviors that are within individual and team control, making them far more suitable for incentive design.

“Dan was going to have to provide the answers to me.

.; ;43% expect new technology to make work feel harder to accomplish in the near term.; “Employees are excited about AI’s potential, but silence from leadership on how it will transform work can create uncertainty,” said Lauren Mason, Mercer’s U.S. workforce solutions leader.

Most recently she was Director, Total Rewards for Acumatica an ERP solutions technology firm in Bellevue, WA.

At least for the near future — until the “some harm” standard is better fleshed out by the lower courts in a manner that aids predictability — Asghar said employers will need to work more closely with counsel when they are making employment decisions that might trigger claims under the lowered Title VII standard for discrimination claims.

I know the number because we play a game at home; as soon as any one of us — my husband and my children and me — as soon as we go to a different country we mark it down on our individual lists.

“When you start talking about sexual assault and sexual harassment, nobody goes into a new employment thinking, ‘Well, I better double check all the fine print and make sure there’s nothing in there that would allow me to be sexually harassed or sexually abused.’”