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These include changes in: Legal marital status (marriage, divorce, legal separation, annulment, death of spouse);Number of dependents (birth, adoption, placement for adoption, death);Employment status for employee or dependents (termination or commencement of employment, strike or lockout; start or return from unpaid leave of absence; change in worksite; loss of plan eligibility due to reduced hours or job status change);Eligibility of spouse or dependent under another group health plan (coverage newly offered by a spouse or dependent’s employer);Dependent eligibility (attainment of age limitation for plan, newly eligible for plan);Employee residence (moved outside of available networks);Cost of coverage (significant amount only);Coverage (reduction) or improved options (significant changes only);Medicare or Medicaid eligibility (employee, spouse or dependent);Judgments, decrees or orders (qualified medical child support orders, etc.)

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The NLRB obtained a court order forcing the company to rehire the workers, known as the “Memphis 7,” and a district court judge agreed with the NLRB.

Access a bonus Workspan Daily Plus+ article on this subject: ;Compliance Checklist When Vetting a New State for Business Expansion; Reverse Discrimination Cases on the Rise DEI is a particular focus of current federal leaders, who both revoked Executive Order 11246 to end affirmative action in the federal government and issued an executive order targeting private-sector employers’ DEI efforts , said Victoria Carradero, a partner at Duane Morris LLP and a member of the law firm’s employment, labor, benefits and immigration practice.

The retailer has increasingly used its brick-and-mortar stores to handle online-order deliveries and invested heavily in automation to speed up order processing at its e-commerce fulfillment facilities.

In the meantime, employers should understand what factors are driving the gender pay gap in order to create a more equitable workplace.

That means rewards programs must be nimble in order to preserve their intended retentive and incentivizing effects — and during times of economic uncertainty, that can be a tall order.

Office of Personnel Management, the nation’s largest employer, proposed a rule that would bar federal agencies from using salary history to set the pay of new hires ( Executive Order 2023).

“This may mean investing in and configuring the organization’s mobility platform or time tracking system in order to efficiently enable digital-nomad flexibility.”

“Employees need to understand how stock options work in order for them to value them,” Sun said.