Searching California Law Could Be Tipping P on page 51

“Companies need to fix the problem because it is the right thing to do, not because they need to comply with the law.”

According to WTW research, 58% of S&P 500 companies have at least one metric or consider factors related to DEI in their executive incentive plans, such as workforce and leadership representation and closing pay gaps.

The purpose of wellness programs, however, is to drive down your costs by more than you spend to do so, and in extreme circumstances, this spousal phenomenon could preclude you from saving anything at all, in which case the economic justification for the wellness programs goes away.

Employers that could be vulnerable to union activity should ensure their compensation and rewards philosophies are up to date and equitable to lessen the likelihood of union activity.; Reuse Permission The ongoing United Auto Workers (UAW) union strike has dominated the nation’s headlines for the past several weeks, with no apparent end in sight.

A 3.5% unemployment rate, you can’t complain about that,” Satyam Panday, U.S. chief economist at S&P Global Ratings, told CNBC .

“However, the law does not provide a mechanism for adjusting the minimum wage.

Objections to the new rule are expected, which could lead to some employer questions about how to apply it.; Reuse Permission Employers can no longer form noncompete agreements with employees, and only a fraction of existing agreements — those that apply to senior executives — will remain enforceable, under an April 23 new final rule from the Federal Trade Commission (FTC).

This could include push notifications, email alerts and chatbots that can instantly answer employee queries.

“Rather than firms engaging in traditional salary wars,” he said, “this year we could see companies compete by ramping up travel subsidies, flexibility or allowing staff to commute in during off-peak periods to help counter rising costs.”

; ; While the DOL’s latest guidance re-emphasizes that the eight principles are not binding on employers, employers should already be cognizant of the practices suggested in the document, according to labor and employment law firm Littler Mendelson P.C .