Salary.com Compensation & Pay Equity Law Review

Roundup: Part time employees and overtime; State WARN laws; Anxiety and the ADA; Marriage, divorce and benefits; State employment laws pushing back

Newsletter volume 3.19 May 12, 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:

Can you pro-rate hours for determining exemption from overtime and salary thresholds?
How will changes to state WARN laws affect coming layoffs?
Is anxiety a disability under the ADA?
What happens to benefits when employees don't tell HR they got divorced?
How are states pushing back on changes to federal policy?

May 6^th, 2025

Are Part Time Employees Exempt From Overtime?

When employees who would otherwise meet the duties requirements for exemption from overtime work part time, the big issue is whether they meet both state and federal salary thresholds..

May 7^th, 2025

Changes to State WARN Laws May Affect Layoffs

Most WARN laws require 60 days' notice. Some are even longer. But if you give people a long notice before they are laid off, they start leaving before the employer is ready and things begin to fall apart.

May 8^th, 2025

Anxiety, Life and the ADA

In order for anxiety to qualify as a disability under the ADA, it takes a medical diagnosis for starters. Here's more from Parker Poe.

May 9^th, 2025

Love and Benefits

Both employers and employees need to understand how relationship changes can affect their benefits. Here's a great explanation of how divorce affects health benefits and what employers need to know and do from Bricker Graydon.

May 12^th, 2025

Watch States for New Employment Laws

Employers continue to have a legal obligation to provide a discrimination and harassment free workplace and comply with the actual laws. Also, expect to see (at least some) states enact additional protections for employees. We're starting to see this happening already.

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