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But megagrants can help drive business strategy, and as the strategy changes overtime, a megagrant may help focus executives on the long-term strategy.

introduced a bill establishing a 32-hour workweek, lowering the threshold for overtime compensation.

Fisher cited the example of organizations possibly tracking the percentage of workers who use their entire time-off benefit, the amount of overtime people put in, or the volume of work-related emails sent on weekends.

Workspan Daily article;Compliance Compendium: A Primer on the Fair Labor Standards Act , Workspan Daily article;Compliance Compendium: A Primer on the Family and Medical Leave Act , Workspan Daily article;The Facts on Tax: Breaking Down the H.R. 1 Overtime, Tips Provisions , Workspan Daily article;Wage-and-Hour Compliance: You Are Either Fine or Fined , Workspan Daily article; Diversity, equity and inclusion (DEI) programs, artificial intelligence (AI) in the workplace, pay transparency, and noncompete laws will continue to be high-consideration areas for U.S. employers and their HR and total rewards (TR) professionals in 2026, according to labor law experts.

“Sometimes there are also calculations that have to happen as they relate to overtime.”

For example, organizations could track the percentage of workers who use their entire time-off benefit, the amount of overtime people put in, or the volume of work-related emails sent on weekends, they said.

In addition, if an ERG leader is nonexempt and the work they do for the group takes place outside of their regular shift, that individual would be entitled to overtime pay under the federal Fair Labor Standards Act for any work performed over 40 hours in a week, Adams said.

In manufacturing, the average workweek edged down to 40.0 hours, and overtime remained unchanged at 2.9 hours.

Some of the key features displayed during the demo included: Demand-based scheduling;Site-specific scheduling process adherence;Highly configurable scheduling workflows;Flexible OT detection and equalization Ultimately, SchedulePro does more; than just assign cost-effective employees to keep overtime costs down.

The appeal of this type of contract-based employment relationship model for companies is more productivity while not having to pay for benefits (health insurance, paid time off, retirement programs), not having to pay minimum wage, or follow overtime laws (unemployment insurance, workers’ compensation, and payroll taxes) and not even having to own a fleet of vehicles to compete in the industry as taxi companies and some restaurants must do (Drake 2020; Jaffe 2021; Kolmar 2022).