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“Employers are looking to raise expectations for their own vendors … across all the entities employees look to for well-being support,” said Brenna Shebel, a vice president at the Business Group on Health and the leader of its Center for Data-Driven Insights.

Employers should think out of the box when it comes to giving employees the flexibility options they need — like a shorter work week, additional wellness hours or a designated day of the month just for well-being.

In a post on its website, law firm Foley & Lardner LLP stated such action plans should include: Determining how disclosure requirements will be implemented in job postings and advertisements;;Considering implementation of an internal pay audit, which will likely allow employers to better understand potential pay discrepancies and alert them to any suggestion of disparate impact; and;Training those responsible for drafting and/or posting job advertisements, including third-party vendors.; Editor’s Note: Additional Content For more information and resources related to this article, see the pages below, which offer quick access to all WorldatWork content on these topics: Employee Compensation;Finance and Budgeting; You have to login to perform this action.

Moreover, the survey found 56% of employers have or plan to evaluate and optimize existing mental health vendor programs next year.

;Have they kept all the documentation and data the AI vendor used to set up, configure and train the algorithm?

An external partner or consultant can evaluate vendors and available solutions to fit the organization’s needs.

Is the rewards program understood, or is it a black box?

🗹 Are AI models internal-custom tools or those used by a third-party vendor?

District Court for the District of New Jersey, said Pearson violated the Americans with Disabilities Act when it used third-party vendors for training, payroll, benefits, performance and leave information that wasn’t fully accessible to blind or visually impaired employees and couldn’t accommodate screen-reading software.

By March 15, DOJ components must comply by: ;“Confirming the termination, to the maximum extent allowed by law, of all DEI, DEIA and ‘environmental justice’ programs, offices and positions (including but not limited to ‘Chief Diversity Officer’ or similar positions); all ‘equity action plans,’ ‘equity’ actions, initiatives or programs; all ‘equity-related’ grants or contracts; and all DEI or DEIA performance requirements for employees, contractors, suppliers, vendors or grantees”;; ;“Identifying agency or department DEI, DEIA or ‘environmental justice’ positions, committees, programs, services, activities, budgets and expenditures in existence on November 4, 2024, and providing an assessment of whether these positions, committees, programs, services, activities, budgets and expenditures have been misleadingly relabeled in an attempt to preserve their pre-November 4, 2024, function”;; ;“Identifying federal contractors, suppliers, vendors and grantees who have provided DEI training or DEI