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However, the workers were allegedly only given two weeks to relocate to a designated hub city or resign.

The legislation borrows ideas already in place in a number of cities and countries around the world.

Arguably, the benefits of this approach include expanding the talent pool to candidates who wouldn’t consider moving to big cities no matter how prestigious the company.

This involves setting up systems based on clarified principles and strategies around: What “pay equity” actually means and setting up rewards processes that guide and sustain equitable pay decisions.

Organizations are required to disclose pay ranges in the job posting in several states and cities across the United States, including California and New York City.

Uber Eats to Fork Over $15M to Settle Pay Dispute Seattle’s Office of Labor Standards (OLS) announced Aug. 26 it had reached a $15 million settlement with Uber Eats after the city alleged the food delivery service violated multiple worker protection laws.

. — as well as New York City and Washington, D.C., are reporting "very high" levels of influenza-like activity, ABC News reported .

Employer requirements include: ;A written paid family and medical leave policy.; ;Providing at least two weeks of paid leave to all qualifying employees (and prorated for part-time employees).; ;Taking into account that paid leave must be for Family and Medical Leave Act (FMLA)-protected reasons, even if the employer or employee is not covered under that law.; As of Jan. 1, 2026, H.R. 1 expands eligibility to allow the employer to: ;Set employee eligibility at six months of employment, reduced from 12 months, while customarily working 20 hours per week.; ;Claim the credit in states with mandatory paid leave requirements.; ;Claim the credit for a percentage of either employee wages paid or PFML insurance premiums.; State and Local Laws Several states and cities have mandatory or voluntary paid family leave programs that generally offer partial wage replacement to qualifying employees.

More than half of organizations (56%) use city/metro area as the indicator on which geographic pay differentials are based, and cost of labor is overwhelmingly a greater influence than cost of living for determining the pay policy approach.

After a successful first year in select cities, the company expanded the program this year, more than doubling the number of returnship positions available across supply chain, sales and commercial fields in its South Division hub cities.