Roundup: Overtime, Minimum Wage, AI in HR, Noncompete Agreements, and Job Requirements
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.
This week we're covering:
- Proposals to raise the salary threshold for overtime in federal law
- Why states are increasing minimum wage and New York's latest legislation
- Risks and benefits of using artificial intelligence (AI) in HR
- Why you might need or want to get rid of noncompete agreements
- How to rethink your job requirements and why it's important
The Overtime Struggles Begin Again
"The 2016 regulations never went into effect. Employers rejoiced. Employees mourned. Human resources professionals went to therapy." Congress is considering salary thresholds for overtime. We'll see what happens this time. But it's important to track.
Find out about the latest OT salary threshold bill in Congress.
Raising State Minimum Wages
The federal minimum wage has not been increased since 2009. So, states, like New York, are raising the minimum wage to help attract and retain workers.
Here's some context on the tension between state and federal employment laws and the details on New York's latest minimum wage legislation.
AI Can Help with the Work, But Don't Let It Make Decisions
When people's lives and careers are at stake, we need to understand the limitations of all approaches – human and tech. We also need to remember that computers are not liable for our employment decisions. We are.
Read more about the benefits and risks of using artificial intelligence (AI) in HR.
What's the Fuss About Noncompete Agreements?
Noncompete agreements are not the protection businesses think they are. Getting rid of them raises new issues.
Here's more on where noncompete agreements are unenforceable and why.
It's Time to Update Job Requirements
As we move toward hiring based on skills instead of qualifications, we need to understand the real-life work rather than what we think the job is. Then we can start to describe jobs in ways that help find workers who will be great based on what they can do and what they can learn to do instead of simply where they've been.
