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Set your strategy for late elections.; ;Resolving inconsistencies, such as a family plan election with no dependents listed.; ;Auditing for dependent status, ensuring new dependents are added correctly and dependents who have aged out are not enrolled.; ;Sending out election confirmations, if not automatically generated.; ;Verifying that premium deductions are accurate and will be set up correctly in payroll.; ;Generating election data in the format required by the carrier and submitting it promptly, allowing extra time to resolve any unforeseen issues.; Editor’s Note: Additional Content For more information and resources related to this article, see the pages below, which offer quick access to all WorldatWork content on these topics: ;Employee Benefits; ;Employee Experience; ;Total Rewards; #1 Total Rewards & Comp Newsletter Subscribe to Workspan Weekly and always get the latest news on compensation and Total Rewards delivered directly to you.

Chronowork allows workers to set working hours within peak periods of productivity, as defined by individual circadian rhythms.

Let’s look at some options for setting a remote workforce’s compensation strategy: Set pay rates by the location of the corporate headquarters or regional office.

;Set up to succeed.

The Illinois Legislature passed “The Paid Leave for All Workers Act” Jan. 1 that is set to take effect in 2024.

The long list of agencies called out in the initial order included most (if not all) divisions within the departments of Agriculture, Commerce, Energy, Health and Human Services, Homeland Security, Interior, Justice, State, Treasury, Veterans Affairs, and others.

The change is now set to kick in by 2027, while the statutory retirement age will go up by three months each year, starting in September, eventually reaching the 64-year mark by the end of the decade.

Salaried employees will receive an annual bonus, based on Target’s performance and the eligible amount set as part of their compensation.

When setting target pay levels, an important input is the competitive pay data provided by reliable surveys and industry reports.

Policy manuals, compensation philosophy statements and articles on managing compensation often use the terms “internally equitable” and “externally competitive” in reference to setting pay rates.