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What’s Happening Outside of the Federal Level While action (in one way or another) at the federal level is inevitable, employers should also continue to monitor wage-and-hour laws at the state and local level.

Either way, it would be subject to all the federal group health plan mandates, which are: ;The Affordable Care Act (ACA); ;The Consolidated Omnibus Budget Reconciliation Act (COBRA); ;The Employee Retirement Income Security Act (ERISA); ;The Americans with Disabilities Act (ADA); ;The Health Insurance Portability and Accountability Act (HIPAA); ;The Genetic Information Nondiscrimination Act (GINA); ;The Internal Revenue Code; If a wellness plan does not provide medical care but is part of the employer’s group health plan, it may still have to comply with the above mandates if it provides rewards that impact employee healthcare premiums, deductibles or cost-sharing features.

State Figures Are All Over the Board One way or another, all American workers must receive compensation that at least meets the federal minimum wage of $7.25 per hour or the minimum wage in the state that person is working — whichever is the higher amount.

Some legal and political experts believe Humphrey’s Executor and related precedents are outdated and superfluous — and get in the way of executive power; others say they remain timely and critical to America’s three-branch government — and prohibit a President from imposing political retribution on workers.

Thomas Conway said total rewards professionals need to not only make young workers aware of such programs and how to use them but also communicate with them through platforms they’re more likely to use, such as videos and social media — and communicate with them in an engaging way that makes the benefits feel relevant.

For WorldatWork Members ;Pivot on Pay: Getting Creative to Attract and Incentivize Talent , Workspan Magazine article; ;How to Understand What Matters Most to Job Candidates , Workspan Daily Plus+ article; ;Don’t Underestimate the Power of Non-Financial Rewards , Workspan Daily Plus+ article; ;How Total Rewards and Career Development Go Hand in Hand , Workspan Daily Plus+ article; For Everyone Workers Are Seeking Greener Pastures, and Higher Pay Is the Driver , Workspan Daily article;Leveraging Competitive Compensation to Retain Top Talent , Workspan Daily article;How Total Rewards Can Close the Work Experience/Readiness Gap , Workspan Daily article;Invest in Career Development to Retain Young Talent , Workspan Daily article; Young workers generally have different career outlooks and goals than their occupational predecessors, and one way to view that is through tenure.

Looking Ahead: Precision Without Overreach With the 2025 cycle already under way, companies are shifting from reacting to external shocks to thoughtfully embedding flexibility into incentive design.

For WorldatWork Members ;Skills-Based Mentoring: An Efficient Way to Build Skills , Workspan Daily Plus+ article; ;How Apprenticeships Can Help Organizations Gain Skilled Workers , Workspan Daily Plus+ article; ;A Step-by-Step Guide to One Skills-Based Org Lever TR Can Pull , Workspan Daily Plus+ article; ;Career Curation: How Total Rewards Can Drive Skills Portfolio Building , Workspan Daily Plus+ article; There is a strong focus today on skills-based compensation, which is used to attract, reward and advance employees who have attained specific skills and continue to build on them.

When it comes to the best of both worlds, Long concluded that providing clear, well-communicated guidelines — along with the reasoning behind them — can help managers exercise discretion in a way that aligns with organizational values and goals.

FTC ] in a way that the Tenth and Sixth Circuits have expressly rejected, and that the Second Circuit implicitly rejected.