Searching Pondering Equity-Based Long-Term Incentive Plans on page 106

So, where are we now, in terms of what today’s HRIS looks like?

Picking up skills and experience, mostly in total rewards across various Canadian- based banks, her career led her back to BMO Financial Group in late 2019 in the role of chief inclusion officer, leading the bank’s diversity, equity and inclusion strategy.

Specific findings included: ;Workers with DC plan access are twice as likely to reach their savings goals compared to those without.; ;If DC plan access were available to all workers, retirement readiness could increase by 19 percentage points.; ;Working two years longer (until age 67) could add another 13 percentage points to readiness.; “Expanding access to [DC] plans and improving plan design has dramatically improved retirement outcomes,” said Fiona Greig, Vanguard’s global head of investor research and policy, and the outlook report’s co-author.

The total 401(k) savings rate increased to a record 14.3%, only slightly less than the 15% plan advisors have encouraged for years, reported The National Association of Plan Advisors .

In Canada specifically, we’re also seeing continued investment in pay equity compliance (for those impacted by either the Canadian federal pay equity law, or the Quebec regulations.)

“It is saddening that the industry is looking for a way out of providing a seat at the table amongst all stakeholders,” the bill’s author, Democratic Assemblyman Chris Holden, told the AP, saying that fast-food workers make the multi-billion industry possible, and that “giving equal representation of employees and employers is the recipe for sustainable, long-term growth in an inclusive manner.”

.; The research found mature organizations enable such adjustments in a variety of ways, such as by: ;Flexing targeted approaches to compensation and TR;; ;Building agility into base-pay cycles, and reviewing and adjusting compensation strategy more frequently and as needed;; ;Paying out broad-based short-term bonus/variable-pay plans more frequently than once a year;; ;Aligning overarching job structures with new and evolving career and talent models;; ;Paying attention to workforce needs and preferences to optimize benefits offerings;; ;Implementing a robust employee recognition strategy with varied programs; and,; ;Granting “on-the-spot” awards to quickly recognize performance in the moment.; A number of these levers relate to compensation, as that is often organizations’ first step in keeping up with the competition.

THE FIRST MEETING – THE TOPIC FOR INQUIRY The client had called us for help in redesigning a compensation plan that they perceived as misaligned with their team-based organizational strategy.

In an effort to recognize “the hard work and dedication of its V Teamers,” Verizon is raising the minimum wage to $20 an hour for new employees in customer service and $20 an hour (when base salary plus target commission are combined) for retail and inside sales employees, according to a statement from the New York-based wireless network operator.

Christine Hendrickson, vice president of strategic initiatives at Syndio, a New York City-based firm that provides technology and expertise to help companies improve their workplace equity, says that if nothing else, the roster of proposed pay transparency laws on the docket this year — in both the U.S. and European Union — is evidence that “we're not only in the pay transparency era, but it's here to stay.”