Update

Although paid family and medical leave is a bit of a "hot potato" right now, employers should see it as one element of a larger, holistic strategy to meet the needs and expectations of their workers.

The leaders from various sectors of the health care industry sent a letter to the Centers for Medicare & Medicaid Services in support of the proposed Medicare Advantage payment policy changes for 2024.

Together, the Pregnant Workers Fairness Act and the PUMP Act place new requirements on employers with 15 or more employees to accommodate workers, including many exempt employees.

The new state transparency laws generally fail to account for one form of compensation ripe for bias - bonuses, which in some industries, such as finance and insurance, are one of the biggest parts of total compensation.

Observers say that while capping the cost of insulin at $35 a month benefits consumers, it doesn't strengthen Lilly's legal arguments since the company and others raised list prices by 150% over five years, alleges one lawsuit.

In the wake of SECURE 2.0, the Department of Labor has extended the public comment period for the Voluntary Fiduciary Correction Program that allows fiduciaries to self-correct late participant contributions.

The Family and Medical Leave Act, passed in 1993, changed the lives of millions of workers, however, last year Congress failed to approve paid family and sick leave.

The new law, which took effect Jan. 1, amends the FLSA and requires employers with 50 or more employees to provide reasonable break time for all workers, including salaried employees, to express breast milk as needed.