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In March 2022, the employee submitted a reasonable accommodation request to modify her work schedule and duties.

Vetting Sponsors, Educating Workers Incorporating alternative assets into defined-contribution plans places a higher fiduciary duty on plan managers, who are entrusted with offering balanced and prudent options to workers, Cohen said.

., different start times and break schedules); ;Flexible use of paid leave to cover mental health appointments; ;Addition of room dividers to reduce noise or visual distractions; ;Allowing music (with headset) to block out distractions; ;Utilization of tape recorders for recording/reviewing meetings and training sessions; ;Modification or removal of nonessential job duties or restructuring of the job to include only the essential job functions; ;Adjusting management styles; “It is undeniable that the pandemic significantly changed work culture and what employees expect from their employers, including flexible schedules and remote work,” Littler Mendelson’s Blanco Garcia said.

.; ;Exempt duties test.

“We each brought the other into the process once the heavy lifting was complete,” Bodziner said.

The Value of Internal Mobility Employers saw the heavy costs of attrition during the Great Resignation, when many companies “saw their existing employees leave — and it took months to backfill,” said Jacob Zabkowicz, Korn Ferry’s vice president and general manager, RPO, Global.

Understand the State of Rewards The 2026 State of Rewards Report from WorldatWork delivers a clear wake-up call: Even heavy investment in compensation and benefits isn’t enough to drive retention and engagement.

Fifty-four companies changed the name of their compensation committee to reflect broader duties, compared to the 45 changes over the previous decade observed during our 2019 review.

Finally, Kagan noted in the majority opinion that the text of a 1949 regulation — that highly compensated workers (currently defined as those earning $107,000 a year or more) would not receive overtime pay if they have supervisory duties and are paid at least $455 per week in the form of a salary — clearly indicated that it did not apply to employees who are paid based on how many days they work and are not guaranteed minimum weekly wages.

F uture of Cannabis Workplace Laws More states are penning laws similar to California’s that would protect off-duty marijuana use, although many carve out exceptions for “safety-sensitive positions.”