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“Even though this draft has not yet been finalized, in my experience, most employers already cover screening mammography from age 40 without cost sharing,” Levin-Scherz said, “so most women will not have to wait for these guidelines to be finalized to gain access to these screening tests without cost sharing.”

.; Brooke Ward, the senior solutions director at MindGym, a global behavioral science firm, added a strategic alignment test.

I suggest that companies use this as an opportunity to evaluate all aspects of the exemption tests, not just the salary threshold.

The mix was 25% technology selection, 25% data calculation and process, and 50% build, test and deploy.

The Department of Labor (DOL) final rule had been grounded in a salary basis test that stipulated, in most cases, that employees classified as exempt from overtime by their employer make at least: $43,888 in base salary beginning on July 1 (up from the previous $35,568 annual standard outlined in the DOL’s 2019 final rule ), and;$58,656 in base salary beginning on Jan. 1, 2025.; Such thresholds were to be implemented regardless of whether employees in question otherwise perform duties qualifying them for the EAP exemption.

;Action items: ;Review nondiscrimination testing to assess how the increased limit might affect testing results.; ;Determine if you will increase the contribution limit for your plan.; ;Update plan documents to reflect the new limit, if applicable.; ;Communicate the change to employees during open enrollment.; ;Prepare to answer employee questions if your plan does not increase the contribution limit to $7,500.;;; ;Student loan repayment plans.

“The process of collecting the data is because you want to be testing things that they (organizations) are ultimately using to help make pay decisions,” said Mariann Madden, North American pay equity team co-lead at Chicago-based WTW.

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