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As any of us who've consideredusing customer feedback metrics in incentive design know, this can be a potential minefield.

Ultimately, he cautioned, if employers discover contractors who no longer qualify for that designation under the new rule, they must act.

Additionally, in what appears to be an acknowledgment of increased public interest in diversity and representation, the gender landscape has shifted from 76% male/24% female in 2018 to 70% male/30% female in 2022.

With the 60-day comment period ended and the rule in force since Feb. 1, 2023, there has been serious pushback, primarily in the way of litigation from attorneys general in 25 red states looking to reverse the Biden administration’s rule change.

Employees will accrue one hour of paid sick time for every 30 hours worked, beginning May 1, 2025.

A 2024 survey of employees from Fortune 500 companies by InStride and Bain & Co. found that only 25% of interested employees with access to an employer-sponsored education benefit ever start an application — and just 2% of them actually enroll.

Employers may need to rework “cost-to-company (CTC) to take-home pay” designs, affecting tax structure, employee expectations and rewards communications.; ;Complex employment types simplified, but HR complexity grows.

.; In fact, recent Alexander Group research showed 60% of organizations are looking to drive more global consistency within their sales compensation plans to take advantage of these benefits.

Workspan Daily article;Retirement Plans: Design Considerations & Administration , course; Retirement is no longer a final milestone; it’s a new beginning.

Of this total: ;Overtime violations led to $127 million in back-wage recovery for 101,043 workers (compared with $130.7 million and 106,759 workers in FY2023).; ;Minimum-wage violations led to $15.3 million in back-wage recovery for 21,543 workers (compared with $20.9 million and 31,150 workers in FY2023).; ;Tip-related violations led to $7.4 million in back-wage recovery for 10,651 workers (compared with $4.4 million and 6,645 workers in FY2023).; ;Retaliation-related violations led to $274,956 in back-wage recovery for 60 workers (compared with $169,878 and 60 workers in FY2023).; In addition, 736 cases of child-labor violations, which involved the employment of 4,030 minors, led to $15.2 million in civil penalties.