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It also would increase the minimum annual salary required to satisfy the Highly Compensated Employee (HCE) exemption from $107,432 to $143,988.

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I analyzed various alternatives for the design of equity compensation plans, discussed the pros and cons of each, described the general tax impact and underscored other issues that might affect a private company’s decision to implement one alternative over another, or whether to even offer a long-term equity compensation plan at all.

American healthcare costs have hampered multinational employers’ ability to execute their health benefits strategy outside the U.S., making global healthcare costs a growing concern.

“Even if a remote role is not ultimately filled by an employee who lives in a jurisdiction with a pay transparency law,” Cardin said, “pay transparency requirements might still apply if the role could be performed by a candidate who lives in such a state.” 5 Tips for HR and TR Pros to Avoid Risks To avoid both legal liability and negative publicity, legal experts generally advise employers to proactively embrace a pay transparency strategy, which requires a deep preliminary dive into corporate compensation practices and principles.

Only 5% of organizations provide additional compensation for office attendance, and even fewer (3%) are considering this practice, according to November 2024 Korn Ferry data representing more than 7,500 employers.

Employers can get a head start in evaluating their organization’s compensation from a pay equity lens and take remedial steps, prior to making public disclosures of salary ranges.; Wisconsin is the latest state to consider a pay transparency law, joining an ongoing trend nationwide.

Only the compensation indicator increased during this period (1.1 points), a possible sign that as employees grow more weary of the job market, they are finding their current compensation and benefits more attractive.

For WorldatWork Members 2024-2025 Salary Budget Survey , research;Mini-Study: Navigating the Living Wage Journey , research;Compensation Programs & Practices , research;Guidance on How to Avoid Common FLSA Classification Errors , Workspan Daily Plus+ article;FLSA Implementation Toolkit , tool; Imagine owing your employees more than $360,000 in back wages and damages and another $200,000 in penalties for wage-and-hour violations related to misappropriated tips.