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“Analyze the health plan data,” said Scott Roloff, the president at healthcare analytics company IntegerHealth Technologies.

In healthcare, AI tools can analyze patient data to identify risk factors or optimize treatment plans, but nurses and care providers remain essential to interpreting results, communicating with patients and making on-the-spot clinical decisions.

;In California, exempt employees must earn no less than two times the state’s minimum wage for full-time work — which currently equates to $66,560 a year — to meet the state’s EAP employee exemption test.; Additional states (more likely those with Democratic majorities) may take up the cause if the federal fight is quelled.

This includes participating in industry pay surveys, analyzing the company’s competitive position, estimating costs and recommending pay structure changes to remain aligned with market objectives.

“Maybe it will focus employers on more specifically collecting and analyzing data that actually makes sense for their workforce and employment practices.”

“We expect most employers will continue to cover screening tests for cancer without cost sharing, because they recognize that these services improve health and some of them lower future costs,” Levin-Scherz said.

“Employers need to continue to pressure-test their employee experience,” she said.

By freeing up TR professionals from transactional and repetitive tasks like analyzing data or explaining benefits, the technology enables teams to shift to more strategic work, such as workforce planning, leadership coaching and engagement initiatives.

For example, it’s essential to be able to analyze annual sales rep performance and pay data to help evaluate how the current plan is performing and where potential areas are for improvement.

If the NLRB continues to take the approach of the previous GC, Murguia said employers should analyze their stay-or-pay agreements in several ways to determine their legal implementation and enforcement: ;Ensure the agreement is voluntarily entered in exchange for a benefit.; ;Ensure the repayment amount must be reasonable (i.e., no more than what the employer spent on providing the benefit).; ;Ensure the “stay” period must be reasonable in light of the cost of the benefit, the value to the employee, whether the repayment amount decreases over the course of the stay period and the employee’s income.; ;Ensure the repayment will not be required if the employee is terminated without cause.; “Additionally, certain organizations that have noncompliant agreements should be prepared to pay financial remedies to make any individual employee ‘whole,’” Murguia said.