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Workspan Daily
09/08/2025
However, fewer respondents said they plan to include promotions (down 4%), external market adjustments (down 3%), and both retention and internal pay equity adjustments (each down 2%) in their approaches.
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Workspan Daily
09/18/2025
Only 2% of surveyed organizations considered recognition to be a competitive differentiator, and 31% did not consider recognition to be a differentiator at all.
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Workspan Daily
01/19/2026
Analyzing Soft Skills
Communication continues to be a prime soft skills emphasis, but professionalism hitting the No. 2 spot on the ResumeTemplates list was quite unexpected, said Toothacre.
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Workspan Daily
05/26/2022
These programs should aim to: 1) understand employee mental health and barriers to well-being; 2) reduce stigma and increase empathy and social connection; 3) alleviate stress and burnout; and 4) enable access to timely, high quality care for employees.
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Workspan Daily
06/17/2022
Acknowledging that “the workplace is changing,” Microsoft President and Vice Chair Brad Smith wrote in a June 2 blog post that the company respects employees’ right to unionize and does not believe that the organization’s employees or stakeholders “benefit by resisting lawful employee efforts to participate in protected activities, including forming or joining a union.”
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Workspan Daily
04/03/2023
Christine Hendrickson, vice president of strategic initiatives at Syndio, said compliance balances on two pillars: 1) analyzing and ensuring workplace equity; and 2) communicating about it.
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Workspan Daily
07/29/2024
.; Step 2: Identify and Prioritize Strategic Business Needs It is important to understand your compensation needs relative to the organization’s strategic business plans.
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Workspan Daily
09/11/2024
For instance, 2% of surveyed employers offered paid pet leave for the first time this year.
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Workspan Daily
02/04/2025
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This law would be applicable for W-2 employees (individuals formally employed by a U.S. company or organization) and independent contractors.
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Workspan Daily
02/12/2025
New York Bill Provides Greater Specificity
Under current New York state law, noncompete agreements are enforceable in instances where the contract: 1) is necessary to protect the employer’s legitimate interests, 2) does not impose an undue hardship on the employee, 3) does not harm the public, and 4) is reasonable in time period and geographic scope.
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