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Employers may see benefits to this trend, because, in theory, less time off equals more work done.

By temporarily exempting hiring and retention bonuses and permanently exempting vaccine incentives from “compensation,” the legislature “gave Oregon employers more leeway to award bonuses in today’s challenging environment,” according to JD Supra. 2021 also saw the enaction of a California law that obliges certain employers to annually submit pay data to the state’s Department of Fair Employment and Housing (DFEH) and the Division of Labor Standards Enforcement (DLSE).

Even without a finalized federal rule, internally analyzing pay data now could help prepare employers to comply with state laws.; Reuse Permission U.S. e mployers once again fac e the possibility of being required to report pay data to the Equal Employment Opportunity Commission (EEOC).

This law requires employers with workers in that city to spend a certain amount of money on employee healthcare, which can be satisfied through employer-sponsored insurance.

Perhaps most notable for total rewards professionals are the: ;Equal Employment Opportunity Commission (EEOC), which enforces federal laws that prohibit employment discrimination in numerous areas (e.g., hiring, firing, promotions, harassment, training, wages, benefits).; ;National Labor Relations Board (NLRB), which enforces the National Labor Relations Act (NLRA), conducts elections to determine union representation and investigates allegations of unfair labor practices (e.g., wages, pay rates, working hours, work conditions).; ;Pension Benefit Guaranty Corporation (PBGC), which was created by the Employee Retirement Income Security Act of 1974 (ERISA) to encourage the continuation and maintenance of voluntary private defined benefit pension plans, provide timely and uninterrupted payment of pension benefits, and monitor pension insurance premiums.

According to the press release , the guidelines: ;Outline specific types of agreements or business practices that may violate the antitrust laws, such as the use of noncompetes or the sharing of information about wages among employers that compete for workers.; ;Outline agreements and other activities that may lead to criminal liability, including agreements to fix wages or agreements not to poach employees.; ;Explain that false claims about workers’ potential earnings may violate federal law.; ;Provide information about how to report potential antitrust violations to the FTC and DOJ.; “The antitrust laws protect all Americans, including workers, from illegal monopolization, collusion and unfair methods of competition,” FTC chair Lina M.

Key Takeaways Australia Implements ‘Right to Disconnect’ Law;IRS Approves Retirement Plan Amendments for Contribution Allocation;Survey: 87% of Companies Will Have Returned to Office by 2025;Apple Cuts Jobs in Online Services Group; Reuse Permission Australia Implements ‘Right to Disconnect’ Law As reported by Reuters , Australian employees can now ignore work emails and calls that come in after hours, thanks to a new “right to disconnect” law.

Christine Hendrickson, vice president of strategic initiatives at Syndio, called the EU directive the “ new global high-water mark ” for pay or workplace-equity laws and advised U.S. employers to take note.

Equal Employment Opportunity Commission (EEOC), the PWFA, in its June 18 effective form, brings “important clarity that will allow pregnant workers the ability to work and maintain a healthy pregnancy and help employers understand their duties under the law.”