Searching Compensation on page 119

.; Presenters Marina Galatro Director of HR Advisory and Outsourcing Services at World Insurance Associates LLC As a trusted advisor and leader, she provides strategic and effective recommendations and support to companies on a variety of topics including federal and state compliance, HR and payroll outsourcing, leave of absence, compensation, total rewards, paid time off, performance management, policy and procedure development, and training and development.

;Learn the top reasons the area of rewards/compensation is often the biggest barrier to rebooting performance management.

Equity compensation for Corp Dev roles follows corporate practice.

Such sentiments are important for compensation professionals to consider.

With its unanimous ruling, the federal appeals court said that while a salary is a fixed amount of compensation paid out at regular intervals, PTO is a fringe benefit that has no effect on a worker's wages and can be paid irregularly, such as when an employee leaves a company.

For WorldatWork Members If Workers Feel Squeezed, Reinforce the Sum Total of Your Rewards , Workspan Daily Plus+ article;Steps You Can Take to Deliver to the Employee Value Proposition , Workspan Daily Plus+ article;Don’t Underestimate the Power of Non-Financial Rewards , Workspan Daily Plus+ article;Why It’s Time for a Compensation Philosophy Refresh , Workspan Magazine article;Workplace Well-Being Trends , research; For Everyone Work-Life Balance: Is the American Model Getting a Bad Reputation?

In return, we must invest in them — not just through compensation but by fostering their growth through training and continuous education.”

.; Fuel Transport Announces 35-Hour Workweek Logistics and transportation company Fuel Transport announced April 2 it has revamped its employee policies to include a 35-hour workweek for certain employees, without affecting those workers’base compensation.

Experts agree it’s about more than just what’s on your organization’s compensation and rewards menu.

For 127 plan benefits, employers must continue to heed IRS antidiscrimination requirements and can’t disproportionately benefit highly compensated employees or employees with an ownership stake greater than 5%.