Searching Employment Law on page 57

What’s Happening Outside of the Federal Level While action (in one way or another) at the federal level is inevitable, employers should also continue to monitor wage-and-hour laws at the state and local level.

For WorldatWork Members ;Addressing the Healthcare Gender Gap , Workspan Magazine article; ;The Organizational Parental Leave Ecosystem , Journal of Total Rewards article; ;Health Insurance Selection Checklist for Employees , Workspan Daily Plus+ article; ;The What, How and Why of Performing a Cost-Benefit Analysis , Workspan Daily Plus+ article; ;FMLA Advisor , tool; ;State Laws Comparison Tool , tool; ;Total Rewards Inventory of Programs and Practices , research; Offering great benefits isn’t enough for employers seeking to mitigate the health impacts and costs associated with high-risk pregnancies — not when workers don’t understand what those risks are, which keeps them disconnected from needed resources at crucial early stages.

“Mistakes often occur because leadership does not understand they need to bring HR into the conversation to trigger the interactive process,” said Rocio Blanco Garcia, a shareholder at the Littler Mendelson employment law firm.

Among the agencies that have a strong tie to the world of human resources and total rewards are the: ;NLRB , which enforces the National Labor Relations Act (NLRA), conducts elections to determine union representation and investigates allegations of unfair labor practices (e.g., wages, pay rates, working hours, work conditions).; ;Equal Employment Opportunity Commission (EEOC), which enforces federal laws that prohibit employment discrimination in numerous areas (e.g., hiring, firing, promotions, harassment, training, wages, benefits).; ;Pension Benefit Guaranty Corporation (PBGC), which was created by the Employee Retirement Income Security Act of 1974 (ERISA) to encourage the continuation and maintenance of voluntary private defined benefit pension plans, provide timely and uninterrupted payment of pension benefits, and monitor pension insurance premiums.; ;Securities and Exchange Commission (SEC), which requires public companies to disclose how much they pay their executives, and

The law would cover nearly all Virginia employees, regardless of employer size, including both private-sector and local government employees, and full-time and part-time workers.

In regard to broadening HSA eligibility, the law firm stated, “Under current law, individuals must (i) be enrolled in a qualified high-deductible health plan (HDHP), (ii) not be enrolled in Medicare or have a spouse enrolled in a flexible spending account (FSA), and (iii) not have any other disqualifying health coverage.

., providing benefits to part-time employees, addressing merit increases for workers at the top of their scale, rewarding specialist leaders); ;Employment law and regulatory compliance (e.g., H.R. 1, “no tax on overtime,” “no tax on tips,” the Fair Labor Standards Act); ;Pay transparency and pay equity (e.g., the European Union Pay Transparency Directive); ;The need to upgrade the function in a dynamic environment (e.g., be more agile, deliver more value); ;Career development and workforce readiness (e.g., soft skills, hard skills); ;How to adopt/embrace artificial intelligence (AI); Those needs and articles dovetailed with prominent themes from 2025, including: ;The challenge of retaining top talent amid a tightening U.S.

Meanwhile, in the U.S., starting in 2025, Illinois, Massachusetts, Minnesota and Vermont will begin requiring employers to include pay ranges in their job postings, joining 10 other states (plus the District of Columbia and a half-dozen municipalities) that currently have active laws.

Access a related Workspan Daily article on this subject: How the H.R. 1 Law Impacts Paid Family Leave Tax Credits for Employers; Tax Credit Requirements The employer must have a written plan in place and choose between some eligibility and payment options.

Lucas said in a press release that, if confirmed by the Senate, she would “further our work of restoring evenhanded enforcement of employment civil rights laws for all Americans.