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Court of Appeals for the Fourth Circuit presided over the case National Association of Diversity Officers in Higher Education, et al. v.

AI and Automation Raise Risks With employers becoming more intentional about the use of AI to reduce workplace complexity and remove barriers, more states are likely to introduce laws to ensure such technology is used in a nondiscriminatory manner and employees are given notice when it is being used, shared Jennifer Colvin, a Chicago office managing shareholder at Ogletree Deakins LLP.

., the manufacturing company’s chief inclusion officer.

Even the most attractive central city office locations will not be the choice of some, who may prefer a beach or mountain top.

Many employees who were forced out of plants and offices to remote locations are concerned about what will be required during the post-pandemic future.

Legally Collecting Biometric Data Jason Stiehl, a partner in law firm Crowell & Moring’s Chicago office, said Illinois’ BIPA law requires companies to obtain permission before collecting fingerprints, retinal scans and other biometric data from workers and consumers.

Broken down by job classification, 2026 raises for anticipated for: ;85% of exempt management employees; ;84% of exempt non-management employees; ;83% of non-exempt employees; ;79% of officers and executives;; ;Merit increases and promotional increases are primary means in which to recognize employees, with: ;87% of organizations using merit increases; ;73% using promotional increases; ;39% using salary structure increases; ;26% using inflation or cost-of-living adjustment increases; ;16% using other methods;; Deep Dives by Employer Attribute The report data provided an interesting peek at base pay increases across various attributes for U.S. employers.

What’s more, the need for childcare may be increasing as some organizations begin to pull back on remote work, reportedly leaving working parents scrambling to find new, different or additional care arrangements to cover in-office days.

I once took a role with an organization that had an office in the San Francisco area with a 12-month rolling turnover rate of nearly 50%.

Yet another complicating factor is that workers who have been able to work remotely may not be willing to return to commuting to central locations, so employers demanding a return may be required to pay premiums to employees or candidates to get people to accept returning to the plant/office.