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Emerging Benefits to Consider According to the experts in this story, new or emerging benefits that employers may want to explore include: Lifestyle spending accounts;Emergency savings programs;Anti-obesity and diabetes prescription coverage;Four-day work week and flexible scheduling;Leadership development;Programs that seek to boost employee happiness through incentivized activities or tailored benefit and policy solutions;Expanded mental health support (particularly for children, since more than half of U.S. workers are supporting a child living with mental health challenges);Allowing employees to convert the value of unused PTO time and apply it to other areas, such as retirement or student loans;Concierge services that can assist with anything from picking up dry cleaning to taking a dog to the groomer;Access to legal support , and training and education on scams and phishing; Don’t Forget to Communicate Benefits The business rewards of offering modernized, personalized

Discrimination Claims Federal and state anti-discrimination laws generally prohibit covered employers from failing to hire an individual due to his or her membership in a protected class.

The application for an EPRC includes the submission of wage records covering an employer’s Illinois-based employee population, and a signed verification, referred to as the Equal Pay Compliance Statement, that the business complies with state and federal anti-discrimination laws.

Additionally, the Colorado Anti-Discrimination Act prohibits employers from discriminating in matters of compensation against any person based on disability, race, creed, color, sex, sexual orientation, religion, age, national origin or ancestry.

That can include offering accessible educational materials, like pronoun guides and myth-busting resources from trusted organizations, and auditing gaps between anti-discrimination policies and actual practice to ensure such policies are not only written but enforced consistently.

Removing unnecessary barriers, like four-year-degree requirements, became part of the company’s commitment to become an anti-discrimination organization.

Dennison noted organizations using these tools should closely track and comply with local and national equal pay, anti-discrimination and data privacy regulations and laws to mitigate legal concerns.

The company officially denied all wrongdoing as part of the settlement, which also included requirements for regular audits overseen by the federal agency over the next three years, changes to workplace policies and anti-harassment trainings.

Securities and Exchange Commission regulations, but includes them in the Bank Secrecy Act for compliance with anti-money laundering regulations.

Developing your workforce will require extra training, for example, and opening conversations about anti-racism or wellness programs will require follow-up and possibly new policies.