Complimentary Webinars

Compensation professionals are often responsible for making sure the way their employees are paid accomplishes multiple goals including competitiveness in the marketplace, internal equity, retention, and adherence to organizational budget and strategy. Outside consultants can conduct necessary analytics and provide comprehensive recommendations to meet these goals. But when time and resources are limited, how should organizations prioritize these goals and determine what is right for their organization?

The first half of 2025 brought unprecedented changes for federal contractors seeking to comply with federal affirmative action requirements. The rescission of Executive Order 11246 via Executive Order 14173 upended decades of compliance practices and created confusion among the contractor community regarding which requirements remain, and which no longer apply. 

In the past several years, employers have sought to increase efficiency and effectiveness in recruitment and selection efforts by deploying artificial intelligence (AI) tools in their processes. While existing anti-discrimination laws apply to these AI tools in the same manner as any other system or process, states and cities have sought to create and pass their own regulations to provide further protections to workers. Additionally, the federal government has shifted its focus and emphasis around regulations related to AI and automated tools over the past year.