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According to WOSU Public Media, Ohio State provided raises (totaling more than $2 million in aggregate) to 306 employees to put them over the Jan. 1 threshold and keep them salaried.

The return-to-office decision was a reversal from a policy introduced during the COVID-19 pandemic that allowed many employees to work from home as much as 60% of the time in an effort to increase flexibility and adjust to new ways of working.

Many different types of pay plans have been created over the years, each with a different twist to address the needs of organizations and their employees at the time.

It has also waded deeper into TV by building an online marketplace for streaming services and striking a $2 billion per year deal with the NFL for its Sunday Ticket franchise rights.

The 2% of adults now taking GLP-1s specifically to treat an overweight or obesity diagnosis represents a 587% increase over the last five years, according to nonprofit research and resources organization FAIR Health .

Having this type of platform won’t guarantee DEI success, but you need the right data tools to enhance how employers can evaluate the makeup of their workforce, so it can inform the decisions they need to help them reach their diversity goals.

Employees in the U.S. will continue to receive their pay and benefits for at least 60 days, and they will be eligible for a severance package.

Key Takeaways Southwest Airlines Facing $100M Class-Action Lawsuit for Wage Violations;Court Rules Restaurant Chain Violated Minimum Wage and OT Regs;IRS Nudges Standard Mileage Rate 3 Cents Higher;Indiana Court Rejects Employer’s Noncompete for Former COO; Southwest Airlines Facing $100M Class-Action Lawsuit for Wage Violations Attorneys representing “100 or more” nonexempt workers filed a class-action lawsuit Monday, Dec. 30, against Southwest Airlines for wage violations and is seeking $100 million in damages.

(From our research, in any one year typically only 30 out of 600 companies earn this distinction.)

At the Center for Parental Leave Leadership, we find it more accurate and productive to define parental leave as an extended period of transition for all new parents, regardless of gender identification, their manager, and team that is experienced across three phases: 1) preparing for leave, 2) during leave and 3) returning from leave.