Searching Employment Law on page 32

Currently, the law mandates only firms with more than 20 workers need to enroll in the Employee Provident Fund, which requires contributions from both employer and employees.

Employment policies incorporating [DEIA] best practices are not only compliant with state and federal civil rights laws, but they also help to reduce litigation risk by affirmatively protecting against discriminatory conduct that violates the law.

With plans to fill open board seats with Republicans, Trump aims to flip the agency to be more employer friendly.

Equitable & Diverse Workplaces Survey Results This survey examines how employers are tackling pay equity in the workplace.

Per the proposed rule, the six non-exhaustive factors DOL would consider in the assessment of the economic realities of a working relationship include: Opportunity for profit or loss depending on managerial skill;Investments by the worker and the employer;Degree of permanence of the work relationship;Nature and degree of control;Extent to which the work performed is an integral part of the employer’s business;Skill and initiative; “Absent a change in the law, the department will continue to adhere to the economic reality test which is supported by decades of judicial decisions,” Looman said.

In regard to broadening HSA eligibility, the law firm stated, “Under current law, individuals must (i) be enrolled in a qualified high-deductible health plan (HDHP), (ii) not be enrolled in Medicare or have a spouse enrolled in a flexible spending account (FSA), and (iii) not have any other disqualifying health coverage.

There’s a greater focus now more than ever on employers providing an environment where people can contribute.

According to the document: ;The commission has the authority to promulgate the rule, based on the plain text of the FTC Act, case law and statutory history.; ;The legislative history confirms this reading.; ;This rule does not raise a “major question.”; ;This rule reflects a lawful delegation by Congress.; ;This rule complies with the Administrative Procedure Act.; Each section includes commentary that takes issue with the divergent interpretations of Ferguson and/or Holyoak.

Most employers pay for cost of labor, not cost of living and rising wages are one of the key causes of inflation, not the other way around.

Although this tie has been legally challenged in certain cases, the Supreme Court ruling itself applies only to college admissions and has not changed the law related to employment practices.