Daylight Savings Time ends November 2: When clocks are turned back an hour in the early morning on November 2nd workers on the midnight shift at that time will actually work an extra hour. Assuming that these workers are nonexempt employees, meaning that they are governed by the Fair Labor Standards Act (FLSA), they must be paid for all hours worked. The end of daylight savings time can have overtime pay implications as well. Generally, nonexempt employees are entitled to overtime pay for all hours in excess of 40 worked during the week. Employees who work an extra hour during the conversion to standard time may go over the 40-hour mark for the workweek and are thus entitled to the higher overtime pay rate for that time. For a copy of the ASE end of daylight savings time poster, click here.

Have you experienced the “quiet promotion?” Quiet promotions – where employees take on more responsibility without a pay raise – are becoming increasingly common as companies manage tighter budgets. While it is cost-effective for employers, it often leads to employee burnout and higher turnover, especially among early-career workers like Gen Z. Experts recommend naming added responsibilities, tracking impact, and negotiating compensation or risk “normalizing unpaid advancement.”  Meet the budget-friendly promotion: more work, same pay. As more economic concerns drive smaller compensation budgets–silent workload changes are becoming more common.  The reason? It’s not only cheaper than a formal promotion, but also a discreet way to test performance. Separately, quiet promotions could also enable leaders to be non-committal, according to Selena Rezvani, workplace expert.  Source: Fortune 9/19/25

No tax on car loans: No tax on car loan interest is a new tax benefit in the One Big Beautiful Bill that allows certain taxpayers to deduct interest paid on a qualified passenger vehicle loan during a taxable year beginning after Dec. 31, 2024, and before Jan. 1, 2029, provided the loan is incurred after Dec. 31, 2024, and the vehicle is purchased for personal use.   Businesses that receive from any individual interest of $600 or more for any calendar year on a qualified passenger vehicle loan must comply with the new reporting requirements. Statistics show that sales of all new passenger cars in the U.S. totaled approximately 2.4 million last year and over 80% of those car sales were financed, often at the dealership. For more information, refer to the One, Big, Beautiful Bill provisions page on IRS.gov.  Source: IRS 10/21/25

Delay of paychecks causes unneeded stress for employees: For nongovernmental employees, one-week paycheck delays would leave nearly eight in 10 U.S. workers scrambling to cover bills, according to PayrollOrg’s 2025 Getting Paid In America survey. That’s up slightly from 77% in 2024, showing that financial stress hasn’t eased up for the majority of Americans.   This data shows exactly how important finance teams are to the company – and its employees. When asked how they would manage their finances after paycheck delays, employees said they’d either dip into savings or borrow from others (29%), delay paying bills (26%), or use credit cards (25%). These hypothetical coping strategies highlight employees’ financial fragility today.  This instability is compounded by rising costs: Although 68% of employees report receiving annual raises, only 22% feel those raises keep pace with inflation. The erosion of real wages means many workers face growing challenges covering basic living expenses, exacerbating financial stress.  Nearly two-thirds of employees say they’ve experienced financial stress from paycheck delays or errors, and more than half would consider leaving if payroll mistakes continued, according to a recent HiBob study.  Source: Finance Pro 9/27/25

Most cybersecurity training doesn’t stick: Many current cybersecurity training programs aren’t truly effective and don’t necessarily reduce the risk of employees falling for phishing scams, according to a Sept. 17 report from University of California at San Diego researchers. Certain training appears to be ineffective because most employees don’t engage with the embedded material, the researchers found. About 75% of employees engaged for a minute or less, and a third closed the training page without engaging with materials. As part of the study, the research team evaluated the effectiveness of two different types of cybersecurity training during an eight-month, randomized controlled experiment. They deployed 10 different phishing email campaigns among more than 19,500 employees at UC San Diego Health.  Overall, the researchers found no significant differences in the likelihood of falling for phishing emails between employees without training and those who had recently completed an annual, mandated cybersecurity training. Certain types of phishing emails also increased the likelihood of clicks. For instance, only 1.8% of employees clicked on a phishing link to update their Outlook password, while 30.8% clicked on a link that falsely claimed to be an update to UC San Diego Health’s vacation policy.  Learn how to make cybersecurity a part of your culture in the upcoming webinar: How Culture Can be a Company's Greatest Cyber Defense. Source: HR Dive 9/23/25

New C-Suite Job: Chief Longevity Officer (CLO): With such sweeping changes occurring in and outside the workplace, now could be an opportune time to usher in a new C-suite member onto the executive block: the chief longevity officer (CLO).  The CLO designation is still in its nascent stage. Although it doesn’t yet feature in any Fortune 500 company, it’s been adopted by a handful of biotech startups, VC firms, and companies in the hospitality sector – most notably The Estate, a luxury hotel co-founded by self-help guru, Tony Robbins. With working lives becoming less of a straight line and more of a zig-zag, Bradley Schurman, author of the book The Super Age and founder of Human Change, a demographic strategy and inclusive design firm, envisions the CLO rejecting the traditional education-work-retirement model in favor of a more flexible multi-decade, multi-stage professional life. The CLO helps companies adapt to the demographic shift towards longer lives, much of which may be spent working. It does this by redesigning career paths, benefit structures, and workplace culture for employees with work lives spanning 60 years or more. But instead of implementing yet another wellness program, the company decides to hire a CLO – someone with a background in business and science – to weave longevity principles into the fabric of the company, from designing flexible working programs to help younger employees recover from burnout to designing projects that stimulate productivity in older employees.  Source: Quartz 9/29/25