Searching California Law Could Be Tipping P on page 27

Some states may also require employers to offer job-protected leave, such as the California Family Rights Act and that state’s pregnancy disability leave law.

Since that first article, 12 states have introduced bills or passed laws that provide guardrails — some for employers, some for employees — for using noncompetes.

The concern was that such systems, based on their constructed architecture, could introduce algorithmic bias.

In the long run, the combination of higher wages for gig workers and new technology, such as autonomous electric vehicles, could lessen the need for such workers.

Drivers will be able to switch between the two payment methods and tips would be applied on top of the hourly base pay, the company said.

Among S&P 500 companies, 76% reported in this year’s proxies that they incorporated at least one ESG metric in their executive incentive plans.

The report did reveal that there will be some exceptions, as investment bankers working in equity underwriting are projected to receive payouts that are 5% to 15% higher than last year, while wealth managers could receive awards that are 5% higher.

Here’s How to Leverage It for TR , Workspan Daily Plus+ article;How Qualitative and Quantitative Data Can Influence Benefits Design , Workspan Daily Plus+ article;Strategic HR Analytics: Driving Business Performance , Journal of Total Rewards article;People Analytics Study , research; Reuse Permission If your employees don’t fully utilize or value the benefits available to them — even with a well-designed, robust total rewards package with generous or creative offerings — several factors could be at play.

“Employers should work with counsel to evaluate and implement any changes in response to the proposed rule, since the process of evaluating and changing practices and policies can create legal risks and discoverable records,” said Natalie Bare, a class action and employment law litigator for the Duane Morris law firm.

According to law firm Jones Walker LLP , Terry Gentry, an IT engineer, filed suit on behalf of himself and a putative class alleging that his employer, Hamilton-Ryker IT Solutions (HR-IT), violated the FLSA’s overtime protections by failing to pay overtime wages to its nonexempt, hourly paid employees.