Executive Order Navigator
Resources to Assist Employers and HR Leaders
Focusing on Key Executive Orders that Potentially Impact Employers.
Log in to access HR Works’ attorney reviewed online resource center that delivers comprehensive, easy-to-navigate human resources and benefits industry alerts, forms, and resources, available to you 24/7 .
Our Online Compliance Resource Center features dynamic interactive HR tools, as well as step-by-step guidance on how to comply with major laws including Health Care Reform, COBRA and FMLA as well as key HR functions such as hiring and terminating employees.
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HR Works has developed a collection of helpful compensation resources for HR Teams, including:
- State Law Comparison Chart
- How-To Guide for Conducting a Job Analysis
- Managing Effective Employee Compensation Systems Checklist
- 10 Steps for Developing a Compensation Strategy
Are you complying with all applicable State & Federal Leave laws? Thinking about outsourcing your leave management? Looking for answers to common Leave Management questions? Check out our collection of resources. Visit our leave management compliance page for helpful resources, FAQs, case studies, webinars, and more.
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As a reminder, the U.S. Department of Labor (DOL) recently announced a Final Rule that increases the minimum salary level for certain positions to qualify as exempt under the Fair Labor Standards Act.
HR Works has developed an FLSA Toolkit to help employers manage these changes and help you develop a plan to achieve compliance with salary increases and reclassifications.
HR Works surveyed employers across the country and compiled a report of the results, including insights from our very own HR experts based on the feedback from the survey.
Download a copy of the survey report to learn more about what other employers are doing to address their top HR challenges, understand trends that are affecting employers and employees, and receive an invitation to participate in next year’s survey.
The integration of Artificial Intelligence into the workplace is here and evolving rapidly. Equip yourself and your team with the tools and resources to embrace AI responsibly.
State & Federal AI Law Comparison Chart
- Private employers (who are subject to Title VII of the Civil Rights Act, as amended) with 100 or more employees.
- Federal government prime contractors or first-tier subcontractors subject to Executive Order 11246, as amended who are not exempt as provided for by 41 CFR 60-1.5, with both 50 or more employees and a prime contractor or first-tier subcontract amounting to $50,000 or more.
- Companies that serve as a depository of Government funds in any amount or as a financial institution which is an issuing and paying agent for U.S. Savings Bonds and Savings Notes and have 50 or more employees.
The VETS-4212 Report should be filed if a business has a current federal government contract or subcontract worth $150,000 or more, regardless of the number of employees. The contract or subcontract may be with any department or agency of the United States for the procurement of personal property or non-personal services. Services include, but are not limited to, utility, construction, transportation, research, insurance, and fund depository, regardless whether the government is the purchaser or seller.
California law requires private employers with 100 or more employees and/or workers hired through labor contracts, that have at least 1 CA employee, to report pay, demographic, and other workforce data to the Civil Rights Department (CRD) by the second Wednesday of May each year.
Private employers with:
- 100 or more employees in IL; AND
- Are required to file EEO-1 with the EEOC.
are required to obtain an Equal Pay Registration Certificate with the Illinois Department of Labor (IDOL) and recertify every 2 years.
Private employers with:
- 100 or more employees in Massachusetts during the previous calendar year
are required to submit EEO and pay data for aggregated public reporting the Massachusetts Department of Labor by February 1, 2025, and by February 1 annually thereafter.
Contractors with 40 or more full-time employees for at least a single day in the 12 months prior to executing the contract who have:
- Contracts for goods and services in excess of $500,000 with Minnesota state departments and agencies, the Metropolitan Council, the Minnesota Historical Society, the Minnesota Sports Facilities Authority, the Metropolitan Airports Commission, the Metropolitan Mosquito Control District, and Minnesota State Colleges and Universities; OR
- Contracts for capital projects funded by General Obligation bonds that exceed $1,000,000 with cities, counties, townships, and other political subdivisions; OR
- Contracts for capital projects funded by General Obligation bonds that exceed $500,000 with the University of Minnesota.
are required to obtain an Equal Pay Certificate through the Minnesota Department of Human Rights (MDHR) every four years.
Recent regulatory and enforcement activity has increased scrutiny of how organizations communicate DEI initiatives, especially across careers pages and corporate responsibility reporting. HR Works has prepared a Public-Facing Review Checklist to help employers review content through a consistent lens and flag areas that may be interpreted as discriminatory or misaligned with internal practices.
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