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In an 8-1 decision (Justice Ketanji Brown Jackson dissented), the court sided for the plaintiff.

Stay on top of hot total rewards/HR news by also reading: Federal News Roundup for Oct. 10, 2025; ADP: Private-Sector Job Creation Slow, Pay Up 4.5% YOY Private-sector employers in the U.S. shed 32,000 jobs in September and pay to their workers was up 4.5% year-over-year, according to two reports released Oct. 1 by payroll services firm ADP.

California: New Limits on Stay-or-Pay Contracts Start on Jan. 1 Effective Jan. 1, 2026, California Assembly Bill 692 (AB 692) will limit an employer’s ability to impose repayment obligations for upfront sign-on and retention bonuses, as well as certain other “stay-or-pay” practices (such as tuition and loan assistance programs).

These proposed rules follow the GHG Protocol and require disclosure of three types: Scope 1 emissions — those produced by the company in its operations;Scope 2 emissions — those produced by direct suppliers, mainly of electricity;Scope 3 emissions — those produced up and down a company’s supply chain (NOTE: the SEC acknowledges that disclosure of Scope 3 emissions is much more difficult to quantify and provides both more time to comply and allows for a materiality standard to determine what has to be disclosed.); Other key aspects of the proposed regulations: Materiality — all of the disclosures in item 1 above are subject to the company’s determination of which climate issues and risks have material impact on the business.

In the past 12 months, TR professionals navigated: ;Executive orders related to diversity, equity and inclusion (DEI) initiatives , H-1B visas and alternative assets in retirement plans ;; ;Shifting regulations around artificial intelligence (AI) use , labor rules and pay transparency ;; ;Ever-rising healthcare and pharmaceutical costs , particularly around glucagon-like peptide-1 (GLP-1) medications ;; ;An increased focus on burnout , mental wellness and holistic well-being ;; ;The unique priorities of millennial and Generation Z workers, and how to address the needs of a multigenerational workforce ; and,; ;Personalized benefits and modular compensation .; But those were just some of the storylines.

In addition, the 2024 University of Michigan National Poll on Healthy Aging found more than 1 in 4 Americans 50 or older are now caregivers, looking after at least one family member or friend who has a health problem or disability.

Their choices depend on whether the executive will remain an employee (not yet retired) or will retire (no longer an employee) (Figure 1).

The Potential ROI for Covering GLP-1s , Workspan Daily Plus+ article;Benefits Pulse: A Guide to Listening, Learning, and Leveling Up , tool; For Everyone A Prescription for Rising Drug Costs , Workspan Daily article;Mercer: Health Benefit Cost Jump Will Hit 15-Year High in 2026 , Workspan Daily article;What Does the Data Show on GLP-1 Prescribe Rates, Coverage, Costs?

The CEO of Gravity Payments, a credit card processing and financial services company, made the decision to cut his $1 million executive salary to pay all of his 120 employees a $70,000 minimum wage.

Since leaders are the No. 1 reason people leave, open dialogue can turn someone who’s simply “hugging” their job into a committed, engaged team member.; ;Link pay to purpose and connect incentives to milestones.