Searching Pondering Equity-Based Long-Term Incentive Plans on page 118

Action Items 🗹 Identify potential areas of concern based on the review process (e.g., data integrity, significant disparate impact, inconsistent human overrides). 🗹 Prioritize findings that pose the highest legal risk or risk to employee trust or equity goals. 🗹 Determine whether specialists (e.g., data scientists, legal guidance, AI vendor team) should be engaged to mitigate significant compliance issues. 🗹 Evaluate minor issues found and suggest remedies (e.g., improved data collection, additional user training). 🗹 Continuously monitor AI tool inputs and outputs for bias issues.

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Resource: Pay Equity Laws by State: Are You in Compliance?  

A Target spokesperson told Quartz that bonus outcomes were based only on Target’s financial performance for the total fiscal year 2024.

They accounted for 17.9% of total commercial health plan enrollment (including group health plans and individual health insurance), compared to 15% in 2019.; ;Large-group coverage (policies offered by employers with 50 or more employees) accounted for the majority of HSA-eligible health plan enrollment.

The Journal of Total Rewards Second Quarter 2025 | Volume 34 | No. 2 Explore the next equity frontier -- where analytics help ensure inclusive advancement opportunities.

Employers based outside of California have an obligation to file a report if they have 100 or more employees and just one employee in California.; Pay data reporting season is underway in California, with the state’s reporting portal having opened Feb. 1.

The research showed that in addition to access gains through an Auto-IRA program, each of these states saw an increase in private plan formation in response to this requirement.

While paying a competitive base pay rate is table stakes for attracting workers, offering a variety of opportunities for earning additional cash compensation is key to worker retention.

Crafting RTO Plans to Meet Employees’ Needs According to WTW’s Global Benefit Attitudes Survey : ;53% of surveyed employees that have work that can be done remotely indicated they would look to change jobs within 12 months if their employer mandated a full-time RTO policy.; ;Almost half (48%) of surveyed hybrid and remote workers reported they would be willing to take a pay cut of 8%, on average, in order to have work flexibility.; Because the demand for flexibility and remote work options remains high, said Jennings, organizations should consider evolving their flexible work models to meet these expectations.