Searching Employment Law on page 54

Department of Justice recently announced employers could lose federal and grant funding if their programs, including those designed to promote workplace equity and diversity, are found to violate anti-discrimination laws.

That motivator was followed by: ;Perceptions of limited advancement opportunities at their current employer (34%);; ;A desire for more competitive pay (33%); and,; ;Burnout experienced in their current role (24%).; Pay transparency laws may be driving employees to reassess their value in the marketplace, according to Rebecca Gorman, the president of Strategic Rewards Advisors, an HR and total rewards advisory firm.

“While the first instinct for some employers may be to panic, leaders can actually use this increased curiosity as an opportunity to build greater trust with their employers by having open communication,” Jansen said.

WHD Releases Set of Compliance Resources for Employers The DOL’s Wage and Hour Division (WHD) recently launched several compliance assistance resources to help employers comply with federal labor laws and prevent violations.

According to employment law firm Fisher Phillips , the No Robo Bosses Act will do the following: ;Employers will be prohibited from solely using AI to make decisions regarding discipline or termination.; ;Employers that primarily rely on AI output to make a discipline or termination decision must involve a human in the loop.; ;Employers must provide detailed advance notice whenever it uses AI to make hiring or employment-related decisions, or post-action notice if it primarily relies on AI to make a decision related to discipline or termination.; Lack of Promotions, Unclear Career Paths Frustrating High Performers Internal career growth has stalled, leading many high performers to walk out the door, according to a new report by HR software company Workday.

It’s common for plaintiffs’ attorneys to examine how algorithmic tools affect internal decisions (such as performance scoring or pay modeling), and early litigation trends suggest this will be a significant area of employment law in the years ahead.

But historically, it has been something of an Achilles’ heel for employers, for several reasons: Employers historically have viewed pay as negotiating leverage.

They should make sure to do so with not only consultants but also attorneys with an expertise in DEI and employment law.