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.; ;Requires employers to provide written notice to workers byOct. 1, 2027, informing them their old noncompete agreements are no longer enforceable.; ;Voids agreements with employees and independent contractors that restrict them from working in their field after leaving a position.; ;Prohibits employers from enforcing, threatening or even suggesting a noncompete applies to the employment relationship.; ;Prevents “stay or pay” restrictions that require workers to pay back training costs or bonuses if they leave, with narrow exceptions for education expenses.; ;Stipulates that violations can trigger lawsuits, with penalties of $5,000 or actual damages, plus attorney fees.; ;Does not affect agreements that protect confidential information, trade secrets or inventions.; ;Does not apply to “sale-of-business” agreements (where an individual sells or acquires at least 1% of a company), certain franchisee transactions and certain narrowly drafted nonsolicitation agreements.; Next Steps Law

WorldatWork HRCI* SHRM** Credits 1 General 1 1 *HRCI: This program has been approved for 1 (HR (General)) recertification credit hour toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through the HR Certification Institute.

. ($976.50 USD per course) Add to Cart COURSE (1 OF 7) Total Rewards Management for Benefits Success View Details COURSE (2 OF 7) Regulatory Environments for Benefits Programs View Details COURSE (3 OF 7) Strategic Communication in Employee Benefits View Details COURSE (4 OF 7) Retirement Plans: Design Considerations & Administration View Details COURSE (5 OF 7) Health and Welfare Plans: Strategic Planning and Design View Details COURSE (6 OF 7) Health and Welfare Plans: Plan Types & Administration View Details COURSE (7 OF 7) Benefits

The standard mileage rates, which took effect Jan. 1, apply for the use of a car, van, pickup or panel truck, and are the same whether the employee uses a gasoline- or diesel-powered vehicle or one that is fully electric or a gas-and-electric hybrid.

The aforementioned global Employer of Record (EOR) model that Globalization Partners deploys enables businesses to manage payroll and taxes anywhere in the world.

Developed by the Korn Ferry Institute, Korn Ferry’s global research and innovation think tank, this research-based model is designed to provide a quantifiable method for organizations to turn future threats into opportunities.

Maryland's law takes effect on October 1, 2024, while laws in Illinois and Minnesota become active on Jan. 1, 2025, and one in Vermont starts July 1, 2025.

For WorldatWork Members Considerations to Manage the Costs of GLP-1 Coverage , Workspan Daily Plus+ article;Ready, Set, Go: Optimize Your Physical Well-Being Programs , Workspan Daily Plus+ article;Rethinking the Status Quo to Improve Men’s Health , Workspan Magazine article;How to Calculate the ROI on Your Wellness Program , Journal of Total Rewards article;Workplace Well-Being Trends , research; For Everyone Increase Engagement in Diabetes Programs with Behavioral Economics , Workspan Daily article;Most Employers Hold Firm on Well-Being Offerings — But Want Results , Workspan Daily article;As Interest in GLP-1 Drugs Spikes, Employers Weigh the Costs, Benefits , Workspan Daily article;Boldyn Networks Offers a Bolder Approach to Employee Well-Being , Workspan Daily article;Health and Welfare Plans: Strategic Planning and Design , course; With November being designated as Diabetes Month in the United States — and Nov. 14 serving as World Diabetes

Access bonus Workspan Daily Plus+ articles on this subject: ;With EEO-1 Reporting Up in the Air, Here Are Some Recommended Actions; ;Beyond EEO-1: Why Demographic Data Will Still Matter; The Path to This Point According to Schweyer, the EEOC proposal is the latest in a series of steps toward unraveling regulatory and judicial precedence related to workforce discrimination.

Schedule 1:00 - 1:30 PM Eastern Benefits aren’t experienced in isolation.