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Healthcare costs are projected to rise in 2025, but a majority of employers will maintain their current benefits, according to a new Mercer study.

That’s a Loaded Question ;Wage-and-Hour Compliance: You Are Either Fine or Fined; Access a bonus Workspan Daily Plus+ article on this subject: ;Guidance on How to Avoid Common FLSA Classification Errors; Pitfall #1: Insufficient Wages A tip credit is a provision under federal and some state laws that allows employers to count a portion of an eligible employee’s tips toward their minimum wage obligation.

Each of the employers offered: defined benefit plans (three employers had cash balance plans); health insurance to active and retired workers: and supplemental defined contribution plans (all but one had an employer match).

“Coverage is growing fastest among small and midsize employers.”

For WorldatWork Members ;College Recruiting and Employment Decisions: What Total Rewards Messages Matter Most This Year?

State laws also may have their own rules for deductions, so check the wage-and-hour laws in all states where you have employees working.

Among the agencies that have a strong tie to the world of human resources and total rewards are the: ;NLRB , which enforces the National Labor Relations Act (NLRA), conducts elections to determine union representation and investigates allegations of unfair labor practices (e.g., wages, pay rates, working hours, work conditions).; ;Equal Employment Opportunity Commission (EEOC), which enforces federal laws that prohibit employment discrimination in numerous areas (e.g., hiring, firing, promotions, harassment, training, wages, benefits).; ;Pension Benefit Guaranty Corporation (PBGC), which was created by the Employee Retirement Income Security Act of 1974 (ERISA) to encourage the continuation and maintenance of voluntary private defined benefit pension plans, provide timely and uninterrupted payment of pension benefits, and monitor pension insurance premiums.; ;Securities and Exchange Commission (SEC), which requires public companies to disclose how much they pay their executives, and

“Organizations should ensure their DEI practices align with current laws and case law.

;The National Association of Government Defined Contribution Administrators requested a full exemption from the rule in its letter, noting that “governmental plans encounter complexities in local law enabling requirements, payroll systems, and administration that most private sector employers do not face …”;The ERISA Industry Committee in its comment letter requested a good-faith compliance standard for the proposal.

Many organizations are struggling to find a balance of work flexibility that best serves both employers and employees.