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Instead, more organizations are firmly within the 3% to 3.99% range, rising from 21% to 30% of employers.

To maintain an active certification status, you must earn a total of 30 recertification credits (20 general recertification credits and 10 domain-specific recertification credits) every three years.

The Journal of Total Rewards Second Quarter 2021 | Volume 30 | No. 2 Statistical models from pay equity analysis can drive significant insights about compensation philosophies that managers apply in different areas.

With 30+ years’ of experience as a health & welfare benefits consultant he has helped implement strategies that encourage employers to leverage their employee benefits as the driving force behind future growth and distinction within their respective industries.

Annual Enrollment 2026: Insights that Shape Tomorrow’s Success On Demand until September 30, 2026 Brought to you by Facebook Twitter LinkedIn Annual enrollment is behind us—but the real opportunity lies in what we’ve learned.

To maintain an active certification status, you must earn a total of 30 recertification credits (20 general recertification credits and 10 domain-specific recertification credits) every three years.

To maintain an active certification status, you must earn a total of 30 recertification credits (20 general recertification credits and 10 domain-specific recertification credits) every three years.

When Burnout Breaks Your Best People: The Hidden Cost to Compensation Strategy Virtual (Live) June 30, 2026 01:00 PM Eastern Facebook Twitter LinkedIn When top performers burn out, compensation strategy suffers.

Some Tactical Technology Recommendations It is said that, as a rule of thumb, a new HRIS can achieve increased employee satisfaction, with a total aggregate reduction of 20% to 30% in costs and process’ timing (all aspects considered).

Although high-deductible health plans can mean increased medical costs in certain cases, several aspects of utilizing an HSA can balance out those increased costs, or even offer savings: Lower monthly premiums;Tax savings, sometimes up to 20% or 30% depending on tax bracket and state, when pre-tax contributions are made to the account;Additional tax savings by using funds from the account to pay for medical expenses; “I still oftentimes hear benefit brokers or HR professionals, when communicating these benefits to employees, say, 'If you're healthy, go with an HSA plan, and if you're sick and utilize insurance a lot, go with a traditional plan,'” Benson said.