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.; ;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 on the wrong side of future legislation .

Moreover, he details what a handful of companies — including Delta Air Lines, Hewlett-Packard and Nike — are doing about it, in the form of the OneTen coalition, a group designed to help 1 million Black Americans advance professionally throughout the next 10 years.

The first organization to publicly report its truly comprehensive and holistic well-being metrics across all factors (beyond basic measures like vacation time utilized or employee-satisfaction scores) has yet to step forward, said Colleen Bordeaux, senior manager, and leader of Deloitte’s Workforce Experience by Design practice.

In addition to recruiting members, hosting meetings and designing programming for their communities, Fraone said, ERG leaders may be asked to attend career fairs, serve on interview teams to ensure those teams are diverse, or mentor junior employees.

Our first article goes beyond the headlines to grasp important indicators of just how deeply the tech is remaking jobs — prompting new views of workforce planning, job design and role value.

The DES in particular was designed to be used within a highly educated, academic workforce environment.

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;How to design a successful Total Rewards strategy.

For example, over the past decade, many incentive plans have become overly complex, with too many metrics and other plan design “bells and whistles.”