Searching Employment Law on page 37

In our Constitutional order, the President is tasked to be a conscientious custodian of the law, albeit an energetic one, to take care of effectuating his enumerated duties, including the laws enacted by the Congress and as interpreted by the Judiciary.”; ;“The President’s interpretation of the scope of his Constitutional power — or more aptly, his aspiration — is flat wrong.”; Howell was appointed to the district court in December 2010 by then-President Barack Obama.

Most notable is that employers may include one-year noncompete clauses to counter potential business damage caused when a healthcare professional decides to exit within their first year of employment.

“To be clear, ghost networks are against the law in a variety of ways,” Burman said.

On top of that, more employees will be auto enrolled going forward because the law creates new help for employers to establish new retirement plans (which must have auto enrollment baked in if they are created after 2024).

“Pay equity laws require employers to conduct a good faith audit of their pay practices and address any identified pay issues within a reasonable timeframe,” said Liz Bernaiche, regional compensation practice leader, OneDigital New England.

UK: Report Calls for New Law on Maximum Indoor Temperature to Stop Workers Overheating A maximum indoor temperature working law giving people a day off if workplace temperatures surpass 30 C (86 F) should be government-mandated, according to a Guardian report .

According to Reuters, the Act mandates “employers cannot use webcams and voice recognition systems to track employees’ emotions, while mobile [closed-circuit television] cameras equipped with AI-based facial recognition technologies for law enforcement purposes are prohibited, with limited exceptions and stringent safeguards.”

Employers plan to introduce or increase their health and well-being programs, mental health programs, stress management, flexibility, and healthcare benefits navigation.; Reuse Permission With a recent survey revealing that 85% of employees are confused about their benefits, the upcoming open enrollment period presents employers with an opportunity to not only educate workers on the variety of options available to them, but also to boost engagement.

Expected to go into effect in 2026, the first-in-the-nation law adds requirements for developers of “high-risk” AI systems, including employers , to “use reasonable care to avoid algorithmic discrimination.”

Meanwhile, in the U.S., starting in 2025, Illinois, Massachusetts, Minnesota and Vermont will begin requiring employers to include pay ranges in their job postings, joining 10 other states (plus the District of Columbia and a half-dozen municipalities) that currently have active laws.