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Salary.com Compensation & Pay Equity Law Review

Roundup: Severance agreements; Internal pay transparency; Calculating FMLA leave; AI at work; Tracking employee time

Newsletter volume 3.12 March 24, 2025

Salary.com Compensation and Pay Equity Law Review

Welcome to Salary.com's Compensation and Pay Equity Law Review.

Our editor, employment lawyer Heather Bussing, is tracking legislation, cases, and analysis to give you the latest critical HR topics. She and Kent Plunkett, CEO of Salary.com, also have a new book out on Pay Equity, Get Pay Right: How to Achieve Pay Equity that Works!

This week we're asking these questions and even answering some of them:

  • When can employees change their minds after signing a severance agreement?
  • When and where do employers have to give current employees notice of internal job opportunities?
  • What do you need to know before changing your FMLA year from a calendar year to a rolling year?
  • How should we be thinking about AI at work?
  • Why aren't you using technology to accurately track employee time?
March 18th, 2025

Can You Change Your Mind After Signing A Severance Agreement?

New York has existing law for employees to consider and revoke severance agreements when they are over 40 and for certain kinds of claims. It looks like the law is about to be expanded to cover all severance agreements. This seems fair and useful to everyone involved.

March 19th, 2025

Recruiting Internally and Pay Transparency

New Jersey's new pay transparency law requires notice of internal opportunities to existing employees. Yay New Jersey!

March 20th, 2025

Going From a Fixed to Rolling FMLA Year

What do you do when your internal FMLA expert demonstrates they don't understand FMLA then doubles down?

March 21st, 2025

AI - It's What You Do With It

The real value of AI is not what it can do; it's what you do with it.

March 24th, 2025

Use Your Tech for Accurate Time Tracking

Wage and hour claims come with significant penalties, are expensive to litigate, and can result in personal liability. Make sure you are accurately tracking employee time and paying overtime.

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