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While organizations invest heavily in plan design, most fall short in ensuring participants understand what is expected, why it matters or how individual actions contribute to outcomes.

"At the same time, the accelerating rise of technology and automation shows that modern, digitally enabled rewards strategies are now essential to staying competitive and delivering personalized experiences.

Inflation cycles, geopolitical risk, capital constraints, shareholder scrutiny and workforce design led by artificial intelligence (AI) are reshaping executive decision-making.

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These forces are accelerating faster than traditional workforce planning cycles were designed to manage.

Here, we take a peek at two hourly workforce compensation application platforms and one software app designed to help employers attract and land the best workers to meet their emerging hourly worker hiring needs.

To lower costs, the WTW survey found : ;73% of employers plan to carve out pharmacy benefits over the next few years ; ;51% expect to adopt plan design or network strategies that steer employees to lower-cost or higher-quality providers, sites of care ; ;34% of employers plan to shift costs to employees through premium contributions ; ;2 7% would consider a smaller PBM (pharmacy benefit manager) that offers alternate pricing models. ; ; Ihrke also offered these strategies to help employers respond to rising overall healthcare costs : ;Modernize plan offerings to optimize high-performing healthcare delivery strategies, coupled with options that meet individual needs from affordability to savings. ; ;Evaluate vendor partnerships by conducting analytic performance reviews, audits and marketing to identify the best financial optimal partners to meet objectives . ; ;Prioritize micro-strategies for the key cost drives balancing attraction and retention.

While this trend impacts employers of all sizes, small employers do not have the same opportunities to negotiate rates or select alternative plan designs.

The agency emphasized that the proposed rule is designed to more clearly differentiate independent contractors from employees for the purpose of protections under the FLSA, as well as the Family and Medical Leave Act (FMLA) and the Migrant and Seasonal Agricultural Worker Protection Act (MSPA), both of which incorporate the FLSA’s employment scope.