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Illinois Governor J.B. Pritzker signed into law several amendments to the Illinois Equal Pay Act that are certain to have wide-ranging impacts. Most significantly, Illinois will join the growing number of states that prohibit employers from asking about or considering a job applicant’s prior salary history when making hiring decisions.

Many organizations are realizing that HR executives’ mandate extends beyond figuring out the firm’s health insurance and writing the employee handbook. They are key to creating a positive work culture and attracting (and keeping) talented employees—all essential to the success of any enterprise. In the world of human resources, Mike Feiner and Bill Conaty are known as the progenitors of two of the world’s greatest coaching trees.

Organizations that want to develop or retain a competitive advantage should create a diverse and inclusive environment where all can thrive. This means addressing both the company-wide structural and behavioral issues that may be preventing people from achieving their full potential. It also means taking on an approach involving six choices and seeing how they can be applied effectively by underrepresented employees.

Whether caused by family member carelessness, employee error, or the acts of a skilled data thief, everyone has the potential to be the victim of an information breach at any time. Because family offices collect very personal information about very private people, the stakes are high when it comes to protecting their data. Family offices can better protect the families they serve by having a cyber-incident plan in place and following the six recommended steps to prepare for and respond to a system breach.

Whether an employee leaves for another job or because the employer decided it was time for the employee to go, employers typically need to figure out how to replace a departing worker. Sometimes, the break is clean. Other times, it can be complicated. Regardless of the reason or circumstance, now-former employees may have post-employment obligations to the business or organization that employers should immediately consider and, if necessary, act upon.

On the day that New York State honored the U.S. women’s soccer team for their World Cup victory—a team whose members have publicly demanded pay equity with the U.S. men’s soccer team—Governor Andrew Cuomo signed legislation amending the state’s pay equity law. Employers everywhere should pay attention to developments on the state and local wage front, as issues of pay and pay equity continue to occupy center stage.

Employers of all sizes inadvertently put themselves at risk by not having a policy establishing how long to continue benefits during a leave of absence (LOA). So, before the important questions arise, employers should establish an LOA Policy that considers employee needs, carrier contractual provisions, federal and state benefit regulations, and the employer’s company culture. Having a policy in place and regularly updated will minimize costly risks, as well as create an easier path to communication when employees will need it most.

With the implementation of California Consumer Privacy Act (CCPA) set to go into effect January 1, 2020, anyone doing businesses with California residents should not only be preparing their digital strategies to comply with the new law, they should also be assessing their risk and reviewing their cyber insurance and adequacy of limits. Why? Now, at $100 minimum per individual incident, a small data breach of 5,000 people equates to $500,000 in damages. Given the minimum statutory damage provision, expect a significant uptick in class action lawsuits following data breaches.