Searching Employment Law on page 61

Once new rules are drafted, the employer as plan sponsor of a workplace plan will need to conduct its own due diligence about the new investment offerings.

For WorldatWork Members ;How to Communicate Pay Frequency Changes , Workspan Magazine article; ;Comp Talk 101: Training Managers to Communicate Pay Decisions , Workspan Magazine article; ;Teaching Employees About Pay Helps Avoid Transparency Problems , Journal of Total Rewards article; ;Pay Equity Laws by State — Are You in Compliance?

“To be clear, ghost networks are against the law in a variety of ways,” Burman said.

An exception: If the employer closes for a full workweek, then no pay is required for either exempt or nonexempt employees, unless employer policy or employment contracts state otherwise.

Per the proposed rule, the six non-exhaustive factors DOL would consider in the assessment of the economic realities of a working relationship include: Opportunity for profit or loss depending on managerial skill;Investments by the worker and the employer;Degree of permanence of the work relationship;Nature and degree of control;Extent to which the work performed is an integral part of the employer’s business;Skill and initiative; “Absent a change in the law, the department will continue to adhere to the economic reality test which is supported by decades of judicial decisions,” Looman said.

Global Employers for EU Pay Transparency , Workspan Daily Plus+ article;Pay Equity Laws by State — Are You in Compliance?

Employers should verify that they are always following the law.”

Workspan Daily Plus+ article;Are You Aware of These Free DOL Employment Law Resources?

Pregnant Workers Fairness Act Goes into Effect The Pregnant Workers Fairness Act (PWFA), which requires that employers provide accommodations for pregnancy-related medical conditions is now law.