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“With the passage of HR 4445 and with similar moves in various states, this would also be a good time for employers to reconsider their approach to mandatory arbitration for racial, disability, national origin, or other types of discrimination and harassment claims and determine whether their current mandatory arbitration policy still aligns with their company’s objectives after #MeToo and #BlackLivesMatter,” the firm wrote in a release.

While many respondents downplayed the impact of the election ontheir career,a significant portionof participantsdid feeltoday’s political climate hasgenerated professional impacts, including:  Increased expenses due to inflation or economic instability (31%);Increased stress and anxiety related to job security and financial stability (30%);Difficulty finding new employment or opportunities (27%);Higher stress at work (22%);Increased awareness of social justice and equity issues (21%);Loss of income, benefits or hours (19%);Reduced earning potential or salary stagnation (19%);Changes in workplace policies or practices (15%);Greater discrimination or bias in the workplace (15%);Shifts in company culture and values (15%);Feelings of isolation or disconnection from colleagues (13%);Changes in career goals or aspirations (13%);Greater focus on work-life balance and personal well-being (11%);Forced career change (11%); IRS Issues 403(b) G uidance for P art -T ime W orkers According to benefits

WorldatWork’s September 2024 Total Rewards Inventory of Programs & Practices showed 35% of participating employers offered fertility assistance benefits, up from 21% in 2020.

Access a bonus Workspan Daily Plus+ article on this subject: ;What Are TR Pros’ Options for Paid Care Leave Design; Removing Barriers The Prudential study found the paid leave programs most frequently offered by employers included: ;Parental (89%); ;Military (55%); ;Caregiving (52%); ;Pregnancy loss (51%); When it came to caregiving duties, the study highlighted that many employees took time in the last three years to provide care for: ;Someone other than a child (41%); ;A child (33%); ;A child and someone else (21%); However, some barriers may prevent workers from accessing the workplace policies they need to enrich their personal and professional lives.

Census Bureau report that showed the gender pay gap had a “statistically significant” widening for the second year in a row (and the second time in 21 years).

With a deadline of Friday, March 21, all U.S. agency, department and commission leaders — in consultation with the attorney general and the directors of the OMB and OPM — must execute a number of tasks, including: ;“Terminate … all DEI, DEIA and ‘environmental justice’ offices and positions (including but not limited to ‘chief diversity officer’ positions); all ‘equity action plans,’ ‘equity’ actions, initiatives or programs, ‘equity-related’ grants or contracts; and all DEI or DEIA performance requirements for employees, contractors or grantees.”; ;“Direct the deputy agency or department head to … assess the operational impact (e.g., the number of new DEI hires) and cost of the prior administration’s DEI, DEIA and ‘environmental justice’ programs and policies; and recommend actions … to align agency or department programs, activities, policies, regulations, guidance, employment practices, enforcement activities, contracts (including set-asides), grants, consent orders and litigating

Bear will appear in a panel discussion titled “Top Tech Trends Transforming Total Rewards and How Leading Companies Are Applying Them” on the main stage at WorldatWork’sTotal Rewards ’25 conference , which will be held May 19-21 in Orlando, Fla.

Promotions tend to be tied to a major role change rather than doing more of the same type of work.

Increase Type Actual 2025 Actual 2024 Actual 2023 Actual 2022 Merit 3.2% 3.3% 3.4% 3.2% General 1.8% 2.2% 2.5% 2.2% Equity/Market 0.7% 0.8% 1.2% 1.7% Canadian respondents factored, on average, 2.8% merit increases and 2.7% general increases toward their 2026 plans.

.; Relationship crafting focuses on altering the frequency, type or nature of interactions with others.