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Salary.com Compensation & Pay Equity Law Review

Roundup: Employee death; Incidental time and pay; CA regulations on AI in employment decisions; DEI and discrimination; Addiction and the ADA

Newsletter volume 3.16 April 21, 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:

  • What do employers need to know when an employee dies?
  • Do employers have to pay for employees to go through security or put on work uniforms?
  • Is DEI illegal?
  • How is California regulating AI in employment decisions?
  • What should employers do when an employee has alcohol or drug addiction?
April 15th, 2025

When an Employee Dies - Legal and Practical Matters for Employers

This is an extraordinary resource on what information you need, what you need to handle, issues that could come up, and where to find help when an employee dies.

April 16th, 2025

When In Doubt Pay for Incidental Time Worked

When employers pay people based on time spent, then they generally have to pay for all of the time that benefits the employer. That's how it works. That generally includes everything except time to arrive at the workplace and go home.

April 17th, 2025

DEI is Not Discrimination: Here's Why

Here are 6 reasons why DEI is not "illegal discrimination."

April 18th, 2025

What Employers Need to Know About CA New Regulations on AI in Employment Decisions

California will be issuing regulations holding employers and potentially tech companies responsible for discrimination when AI is involved in employment decisions.

April 21st, 2025

Alcoholism, Addiction, and the ADA

If you have an employee struggling with alcohol or drug addiction who wants treatment, give them time off to get help. Assuming there are no other major grounds for termination (like harming someone or major property damage),give employees leave to get help whether you are required to or not.

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