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NLRB’s Acting General Counsel Issues Memo on ‘Salting’ Cases In a July 24 memo, William Cowen, acting general counsel of the National Labor Relations Board (NLRB), ordered prosecutors to pursue investigations into the employment intentions of “union salts.”

“When it comes to crafting the job ad itself, AI is also useful,” he says, adding that AI can be used to generate a list of keywords for inclusion within job postings themselves, in order to help candidates find your role.

With salary increases anticipated to rise to 4.6% this year, it’s critical that organizations review their employee compensation strategies , including their approach to making salary adjustments during performance review periods, in order to strike the right balance between employee and organizational needs.

Monday’s order reversed parts of that lower-court ruling.

Cruzvergara encourages organizations with tight budgets to think creatively about how they structure their internship programs, such as limiting the number of interns they use in order to pay the ones they have, offering an attractive stipend in place of a full paycheck or providing free lunches and transportation money.

In some cases, tariffs may result in a short- to medium-term disruption to the supply chain, resulting in salespeople being unable to meet quotas due to orders not being fulfilled.

Analysis to Address the Gap Due to Grade or Band Differences Where the pay gap is driven by grade or band differences, an assessment of diversity across levels of the hierarchy and how that diversity is evolving over time is in order (see Figure 4).

We order our review toward establishing the boundaries of what is “strategic” for employee benefits, identifying the trends and environment for benefits strategy development, describing the state of the evidence underlying the trends and prioritizing needs for applied research.

So the broader terms “equal” and “pay” were used in order to ensure the inclusion of literature pertaining to the gender pay gap and equal pay law.

Additionally, since Jan. 11, 2016, Executive Order 11246 has prohibited federal contractors and subcontractors from retaliating or discriminating against employees and applicants for inquiring about, discussing or disclosing their own compensation, or the compensation of any other employee or applicant.