Pay increases aren’t one-size-fits-all. Employers use several types depending on their goals, budget, and workforce needs, and these differences matter more than many organizations realize. A merit increase signals something very different to an employee than a standardized across-the-board adjustment, even if the dollar amounts are similar. Understanding the distinctions helps organizational leaders make more consistent, defensible compensation decisions and have productive conversations with employees when it’s time for raises.

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Question: Are all supervisors and managers classified as exempt and salaried?

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It can be difficult for management to understand why an employee may be excelling in one area of a job, while underperforming in another. Many employers have found performance improvement plans (PIPs) to be a great tool when trying to identify and resolve employee behavior or performance issues. PIPs are typically implemented when an employee has developed a pattern of performance issues that may be affecting their individual success, or that of their department or company.

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To help keep you informed of the latest employment law developments, we’re providing this special HR update highlighting the state and local minimum wage increases that take effect today, July 1.

Click here or on the images below to view the complete minimum wage update, including the full summary of new rates and effective dates.

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Chicago Revises Rules for Paid Leave and Paid Sick and Safe Leave – The Chicago Dept. of Business Affairs and Consumer Protection has revised the rules for the city’s Paid Leave and Paid Sick and Safe Leave ordinance. The changes take effect June 1.

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The federal Family and Medical Leave Act (FMLA) provides eligible employees of covered employers with job-protected leave for qualifying family and medical reasons. It requires continuation of their group health benefits under the same conditions as if they had not taken leave. FMLA leave may be unpaid or used at the same time as employer-provided paid leave.

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Federal law requires employers to hire only individuals who may legally work in the United States—either U.S. citizens or authorized foreign nationals. To comply with the law, employers must verify the identity and employment authorization of each individual they hire by completing and retaining the Employment Eligibility Verification form (Form I-9). Employers must have a completed Form I-9 for every employee hired after Nov. 6, 1986.

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On May 29, 2026, the Department of Labor (DOL) issued four opinion letters to help employers understand several federal labor laws:

• DOL Addresses Compensability of Meal Periods When Employees Voluntarily Leave Worksite
• DOL Addresses Overtime Implications for Exempt Employees Performing Additional Hourly Work
• DOL Clarifies Overtime Requirements for Quarterly Bonus Pools
• DOL Clarifies Preshift Activities, Waiting Time, De Minimis Doctrine and Rounding Practices in Hospital Settings

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Question: What should I do if one of my employees got married 2 months ago and is asking to change their benefit plan enrollment now?

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High turnover has long been treated as an unavoidable cost of doing business in industries such as retail, food service, hospitality, manufacturing, and other frontline operations. For roles with frequent turnover in any industry, organizations often hesitate to invest in training, questioning the value of developing employees who may not stay long. Yet this assumption is increasingly being challenged by workers themselves, who consistently say that access to training and skills development is a key factor in whether they stay, engage, and perform well at work. As the gap widens between what employees expect and what employers deliver, underinvestment in learning can quietly become a driver of the very turnover organizations are trying to manage.

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