In response to nationwide protests, CEOs have committed to fighting discrimination and intolerance and have renewed pledges to increase diversity and fairness within their organizations. But how can they demonstrate that these are more than just empty promises? New research (by Bessen, Denk, and co-author Chen Meng) shows that CEOs can take one simple, immediate action to substantially reduce pay disparities for black and women employees: Stop asking job applicants about prior pay.
At the height of shelter-in-place this past spring, I was only leaving my home about once a week to go grocery shopping, get exercise through hikes, or carry out other essential activities.
During one point of quarantine, it crossed my mind that any source of excitement—no matter how dangerous or out-of-character—would be a welcome respite. Sound familiar? When deprived of healthy activities that feed our brain’s dopamine, serotonin, oxytocin, and other “happy” chemicals we receive from excitement, variety, and connection, our mental circuits can malfunction.
California employers with more than 100 employees are required to register (or certify as exempt) with the CalSavers Retirement Savings Program by Sept. 30 (the original deadline of June 30 was extended due to the COVID-19 pandemic).
The registration deadline for California employers with 100 employees or fewer will be phased-in over the next two years. California employers with 51 to 100 employees are required to register by June 30, 2021, and those with five to 50 employees are required to register by June 30, 2022.
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