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Furthermore, the employees who do participate in tuition reimbursement programs tend to work in white-collar roles, raising potential equity issues.

.; For an employee to be exempt, that person must meet specific salary-basis and duties tests for: ;Executive, administrative or professional (EAP, or otherwise known as “white collar”) employees;; ;Outside sales or computer employees; and/or; ;Certain highly compensated employees .; To be considered exempt, employees must: ;Be paid a salary that meets the DOL’s salary-level requirements ;; ;Be paid on a salary basis; and,; ;Have primary job duties that fit one of the exemption categories.; The Minimum Wage Component The FLSA requires employers to pay covered, nonexempt employees at least the minimum wage.

This suggests that automation pressures are disproportionately suppressing wage gains in lower-paid roles, which is contrary to narratives that AI is mostly impacting high-earning, white-collar jobs,” said Revelio experts.

We also integrated the viewpoints of diverse stakeholders collected during conversations with multiple CEOs and an expert panel, along with the knowledge developed by our research center.

.; ;Financial literacy among Asians and whites is roughly equal.; ;Financial literacy among Blacks and Hispanics is comparable, although significantly lower than for Asians and whites.; By being aware of these differences, employers can highlight, enhance and target their offerings in a way that will maximize the effectiveness of their programs.

Currently, highly-compensated, white-collar professionals make up the majority of the hybrid workforce, while fully-remote workers often perform specialized functions that require less face-to-face interaction and are paid less.

Within the order, the White House directed the federal government to prioritize competition policy and enforcement within companies.

Among the major worker groups, the unemployment rates for adult men (4.0%) and Whites (3.8%) increased.

This is primarily the result of recent White House executive orders (EOs) that seek to end DEI policies and programs within the federal government and require federal contractors to certify they are not operating “unlawful” DEI programs.

I once worked for a CEO who thought that any compensation proposal could be reduced to a single piece of paper, including plenty of white.