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“The vast majority of federal office workers have not returned to in-person work, even though the COVID-19 pandemic ended years ago.

The bill, if passed, would require employers to: ;Disclose salary or wage ranges in all job postings, including internal transfers and promotions;; ;Maintain records of job descriptions and wage histories for each employee;; ;Keep these records for two years after employment ends; and,; ;Refrain from asking candidates about past salaries or use that information in hiring decisions.; Noncompliant employers would face fines up to $10,000 per violation.

.; ;Labor-contract termination penalties , through which an employer can impede its workers from switching to a competing employer by imposing unjustified fees when workers want to end their contracts.; ;Labor market monopsonies , where a business uses anticompetitive methods to create or maintain significant buyer power in a market for labor.; ;Collusion or unlawful coordination on “diversity, equity and inclusion” (DEI) metrics , which Ferguson said “may have the effect of diminishing labor competition by excluding certain workers from markets … on the basis of race, sex or sexual orientation.”; ;Deceptive job advertising , including job postings that “lure potential employees with false promises regarding important issues like rates of pay or benefits.”; ;Harmful occupational licensing requirements , where employers or professional associations advance or promote “needless occupational licensing restrictions that can serve as an unwarranted barrier to entry and reduce labor mobility.

“Plans with low DLRs likely offer limited coverage of dental benefits, and employees would end up paying out of pocket for any dental work, making the insurance pretty worthless as a benefit.”

The commission retains discretion as to when proxies would then comply with a new disclosure regime, so it is possible new rules would not be in place for proxies filed after the end of 2026.

“Start with the corporate investment committee, the people who are going to make the decisions, because that may be the end of it,” Kirchenbauer said.

.; “Downward revisions for August and September plus large losses in October — due to an enormous drop in federal workers at the end of September — has meant a significant slowing in the pace of job growth,” said Elise Gould, a senior economist with the Economic Policy Institute .

State laws related to the Consolidated Omnibus Budget Reconciliation Act (COBRA) Often referred to as “mini-COBRA” laws, some states have lower thresholds for compliance or offer longer continuation coverage periods once federal COBRA coverage ends.

The end result?

Employers also should avoid prematurely ending the interactive process, she said, noting, for example, an employer could open themselves up to liability if they stop working with an employee before offering a role change as a possible accommodation.