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Recent news stories on the WHD website chronicled: ;$823,000 in pay recovery and damages for 177 employees of a Michigan-based Mexican restaurant chain; ;$158,000 in pay recovery and damages for 14 employees of two Honolulu restaurants; ;$66,000 in pay recovery and damages for 13 employees of an Oklahoma City barbeque restaurant; Overtime, minimum-wage, retaliation and child-labor violations are listed separately in the WHD annual data.

Access a bonus Workspan Daily Plus+ article on this subject: ;How to Contend with a Job-Hopping Workforce; When comparing positions held by workers after the age of 21 (excluding part-time and short-term work during high school or college), the research revealed the following longevity averages: ;Baby Boomers: 3.6 employers in 27.1 years (7.5 years per job); ;Generation X: 4.2 employers in 19.4 years (4.6 years per job); ;Millennials: 3.9 employers in 9.2 years (2.4 years per job); ;Generation Z: 2.7 employers in 2.8 years (1 year per job); Although the data may exclude some shorter-term, early career jobs not listed by older workers, the gap is more than significant enough to account for those omissions, and it still paints a picture of dramatically increased job-hopping by the workforce’s newest entrants, said Jesse Wheeler, a senior macroeconomic analyst at Revelio Labs.

“So, make sure HR has a short list of priorities, so things don’t get added back onto their plate.”

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His earlier roles include President of Synygy, a global compensation and sales software company, and senior leadership positions at Revlon and the Great Place to Work Institute, where he contributed to the development of Fortune magazine’s 100 Best Places to Work list.

Judge Rosas also ruled that Starbucks must post a notice in its stores nationally that informs workers they have the right to join a union and lays out a lengthy list of what the company will refrain from doing, like surveilling workers or making other efforts to dissuade union activity.

However, one proxy is appearing on Fortune’s “100 Best Companies to Work For” list.

It is with this backdrop that we introduce a new Workplace Inclusion Scale (WIS).

Going forward, keeping these remote workers connected will remain on the long list of challenges employers face in a new work environment.