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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

Pay Range Overlap (%)=Max(Range 1 Max, Range 2 Max) - Min(Range 1 Min, Range 2 Min)Min(Range 1 Max, Range 2 Max) - Max(Range 1 Min, Range 2 Min)​×100 Min (Range 1 Max, Range 2 Max): The lower of the two maximums.

Access additional Workspan Daily articles related to H.R. 1: The Facts on Tax: Breaking Down the H.R. 1 Overtime, Tips Provisions;How H.R. 1 Changes Your Section 127 and 529 Education Programs;Prepare Your Systems for H.R. 1-Related Reporting and Administration;The Impact of the H.R. 1 Law on the Telehealth Safe Harbor;Charting the Changes: 2026 Benefit Plan Limitations; Access additional Workspan Daily Plus+ articles related to H.R 1: Checklist for Total Rewards to Be Compliant with H.R. 1 Provisions;The Ripple Effect: 529 Plans as a Catalyst for Financial Stability;What Are TR Pros’ Options for Paid Care Leave Design; According to Evan Morgan, a tax principal at Kaufman Rossin, a Miami-based accounting firm, account recipients must be U.S. citizens at birth with a Social Security number and are otherwise qualifying children of the taxpayer under dependency tests.

Pay Disclosure Laws There are four main types of pay disclosure laws in effect in the United States that employers must be cognizant of. 1.

“Organizations should evaluate if their employee salaries are below the minimum threshold for either the July 1 or January 1 date, and if [those salaries are], they should either convert those employees to hourly or raise the salary to the minimum threshold,”advised James Reid, a partner and employment and business attorney at law firm Honigman LLP.

Most notable among the confirmations for Workspan Daily readers were nine individuals (additional context is provided for those whose names are in bold): ;Paul Atkins , reappointed member of the Securities and Exchange Commission (SEC) for a term expiring June 5, 2031; ;Jonathan Berry , solicitor for the Department of Labor (DOL); ;Janet Dhillon , director of the Pension Benefit Guaranty Corporation (PBGC) for a term of five years; ;Julie Hocker, assistant secretary of labor for the DOL; ;David Keeling, assistant secretary of labor for the DOL; ;Brittany Panuccio , member of the Equal Employment Opportunity Commission (EEOC) for a term expiring July 1, 2029; ;Andrew Rogers , administrator of the DOL’s Wage and Hour Division (WHD); ;Jonathan Snare, member of the Occupational Safety and Health Review Commission for a term expiring April 27, 2029; ;James Woodruff II, member of the Merit Systems Protection Board for the term of seven years expiring March 1, 2032; Senate

Human Resource Management Review 31(1): 1-7.

Department of Labor (DOL) issued Field Assistance Bulletin No. 2025-1 on May 1, a guidance document that confirms it will no longer enforce an independent contractor rule issued in 2024 under the Joe Biden administration.

Notably, 66% of employers said the growing use of GLP-1 medications are impacting their approach to well-being programs such as fitness challenges and weight management, although only 2% plan to reduce or eliminate programs as a result.; ;Financial health , with educational opportunities and tools to support financial decisions offered by 92% of employers.; ;Lifestyle savings accounts and well-being incentives , averaging $600 per employee across surveyed organizations.

Fifty-nine percent of respondents put retention as their No. 1 HR priority.