Searching Employment Law on page 40

For example: ;New Jersey’s Assembly Bill 3950 , which became law in January 2022, requires employers to provide notice to employees for certain types of geotracking.; ;New York’s Notice of Electronic Monitoring , published in May 2022, requires employers that monitor or otherwise intercept their employees’ telephone calls, e-mail, or internet access or usage to provide written notice to employees.; ;Connecticut’s electronic monitoring law , updated in 2024, forbids employers from engaging in electronic monitoring in areas designed for the health or personal comfort of employees or for the safeguarding of their possessions, such as restrooms, locker rooms or lounges, and intentionally overhearing or recording employment contract negotiations.; ;Just over half of U.S. states prohibit employers asking for employees’ social media account information.; This article discusses what total rewards professionals can do to ensure their organization’s surveillance policies don’t wind up

Trade Association Asks Attorney General to Pull NLRB Decisions The Coalition for a Democratic Workplace (CDW), a trade association of several hundred employers and employer associations (including the U.S.

Workspan Daily (WD) spoke with Ben Eubanks, the chief research officer for Lighthouse Research & Advisory and the author of “Artificial Intelligence for HR: Use AI to Support and Develop a Successful Workforce,” about how employers, total rewards (TR) professionals and managers should frame and respond to this growing reality.

Here’s How Employers Can Help.

Black Women Strongly Impacted by Lack of Paid Sick Leave Laws A new analysis by the National Partnership for Women & Families, A Better Balance and The 75 Million Campaign found more than 6 million Black women workers in the U.S. live in “preemption” states, meaning not only do these states lack laws mandating paid sick days, but they also ban local governments from passing their own related laws.

According to law firm Ogletree Deakins , employers in that state with fewer than 11 employees are exempt from the law.

Employers as purchasers can be certain that their members receive integrated care across all available modalities. 4.

The 2026 standard mileage rates are as follows: Scenario 2026 Rate 2025 Rate General business use 72.5 cents per mile 70 cents per mile For medical purposes 20.5 cents per mile 21 cents per mile For moving purposes (for certain active-duty Armed Forces and intelligence-community members) 20.5 cents per mile 21 cents per mile In service of charitable organizations 14 cents per mile 14 cents per mile As a reminder, there is no federal law in the U.S. requiring employers to reimburse their employees for mileage when using a personal vehicle for work.

Both state agencies and the CMS enforce the act, but enforcement may not yet be as effective as needed.; State Law State insurance laws set network adequacy standards for state-regulated plans such as individual, small group, state employee and fully insured employer plans.

The law applies to public employers and private employers with 15 or more employees, including unions and employment agencies.