How critical is pay equity to a company's human capital? As the labor market continues to change at a rapid pace, employers need to manage the disruptive factors which have an impact on employee compensation and their ability to attract and retain a diverse workforce. On this episode, we explore what practices can trigger pay inequities and how to develop proactive solutions to address and avoid continued pay gaps.

Addressing and Avoiding Pay Inequity

President Trump’s recent executive orders call for the elimination and, in some cases, requisite penalties for certain DEI initiatives and the data collection and reporting that accompanies them. In addition to raising questions about company culture, these orders may conflict with the mandates of the EU’s Corporate Sustainability Reporting Directive (CSRD), creating compliance issues for global employers. &nbsp;

ESG and DEI: Managing Competing Reporting Obligations in the U.S. and Internationally

Since his inauguration, President Trump has issued dozens of executive orders affecting employers, including higher education institutions. These orders have quickly created multiple compliance hurdles.

Trump 2.0 and Higher Education: Your Questions Answered

Since taking office, President Trump has made significant changes at federal agencies affecting workplace regulations. In addition to appointing new leadership, President Trump swiftly removed sitting commissioners of the EEOC and NLRB, limiting a number of key agency operations.&nbsp;

Expect the Unexpected: the NLRB and EEOC during Trump 2.0

Accommodation requests for mental health issues are on the rise. Even though these types of disabilities might not be outwardly apparent, employers must address requests for mental health accommodations in the same way they would evaluate— and potentially accommodate—any disability as legally required. Chapters 00:00 Introduction to Mental Health Accommodations 03:08 The Interactive Process in Mental Health Accommodations 06:00 Challenges in Recognizing Mental Health Disabilities 08:53 The Role of Service Animals in the Workplace 12:12 Customizing the Interactive Process 15:11 Conclusion and Key Takeaways

Mental Health Accommodations in the Workplace

As states increasingly introduce legislative requirements for how companies respond to cybersecurity threats, it is more important now than ever for organizations to have a plan in place to address data breaches if and when they occur. &nbsp; Chapters 00:00 Introduction to We get Privacy for work 01:39 Understanding Incident Response Plans 03:05 Key Components of an Incident Response Plan 08:45 The Importance of Preparedness and Practice 12:00 Creating Usable and Effective Plans 16:11 Actionable Steps During an Incident 19:03 Reviewing and Updating the Incident Response Plan

We get Privacy for work: Why you Need a Cybersecurity Incident Response Plan Now

Many federal and state laws require companies to have reasonable safeguards in the event of a data breach, but do not clarify what those protections actually are. &nbsp; Chapters 00:00 Introduction to Cybersecurity Safeguards 02:24 Understanding Reasonable Safeguards 04:46 Conducting Data Security Risk Assessments 11:01 Navigating Legal Frameworks and Compliance 17:48 Implementing Effective Employee Training

We get Privacy for work: Defining Reasonable Safeguards

Knowing what data your organization is collecting and from whom is critical to effectively respond to cybersecurity data breaches and prepare for future incidents.&nbsp; Chapters 00:00 Introduction to Data Privacy and Cybersecurity 01:54 Understanding Data Mapping 06:07 The Importance of Data Minimization 10:06 Legal Obligations and Compliance 14:02 Data Mapping Process and Best Practices

We get Privacy for work: The Increasing Importance of Data Mapping

In the face of evolving challenges in labor and employment law, Jackson Lewis attorneys identify issues dominating the modern workplace and answer the question on every employer’s mind – how will my business be impacted? Stream episodes of our podcast program here.

Addressing and Avoiding Pay Inequity

Jackson Lewis P.C.