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If organizations can quantify candidate assessments — for example, the total years of relevant experience — they can use these inputs via AI to help ensure pay parity as new hires are brought into the organization, Sun said.

The court filing — and its likely acceptance — doesn’t alter how employers and their total rewards professionals currently operate their compensation and employee classification policies.

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The court has held that it is the total activity or situation which controls.

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Department of Labor (DOL) administers and enforces comprehensive labor laws that total rewards professionals must master and keep pace with, including the Fair Labor Standards Act (FLSA), the Family and Medical Leave Act (FMLA), and several federal contractor-related acts regarding pay and benefits.