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“Solutions in this challenge require an end-to-end, coordinated, transparent and outcome-driven program,” he said.

To that end, many workers are learning on their own and applying what they learn without anyone asking, Goehner noted.

Another nice feature within Connected Caregiving is the ability for end users to join facilitated support groups and live webinars from home.

The DOL’s proposal follows a review of the program, and the new rule would not take effect until a public comment period ends on Jan. 17, 2025.

Consisting of three subchapters, 21 sections and 30 pages of definitions, requirements, explanations, repercussions and regulations, the FMLA: ;Energizes some HR and total rewards (TR) professionals because of its intricacy (lots of considerations and caveats), focus on individual employee need cases and positive end-user impact (e.g., protected time off for an employee to bond after the birth or adoption of a child).; ;Drains others because it can be administratively burdensome, be the subject of application-related lawsuits (from current and former employees), and necessitate policing to root out instances of employee misuse.; This article is meant to serve as a primer for HR and TR pros to help them and their organizations better understand and comply with this law.

Most employers anticipate implementing RTO by the end of 2024, but there will be greater flexibility regarding how many employees return and how many days they are onsite.

Providing salaries at the top end of the industry’s pay range will definitely set you apart, but if you don’t have the financial resources for that (few organizations do), get creative and develop a total package that increases your attractiveness.

By the end of 2024, non-certified skills were pulling in cash bonuses averaging the equivalent of 9.6% of base salary, while certified skills were sitting at around 6.5% — the widest gap between the two in 24 years.

. ; At the end of the day, your evaluation needs to provide just enough information and just in time.