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This approach empowers people to reach their full career and earning potential, while delivering significant value to the organization.

GERMANY Federal Labor Court Strengthens Overtime Pay Rules for Part-Timers Germany’s highest labor court has ruled that part-time employees must be treated the same as full-time employees when it comes to earning overtime pay.

“Even if a state does have paid leave, many employees still face inadequate benefits or can’t afford to take the full time they’re entitled to because state benefits often replace only a portion of wages,” she explained.

Roughly a year later, full-scale telework is still a reality for many organizations, especially so in the United States.

Companies participating in the UK four-day, 32-hour workweek trial were optimistic about the experience as 56 of the 61 companies were willing to continue testing it, and 18 businesses were ready to adopt it full-time.

In addition, a recent KPMG report found 83% of 1,300 surveyed CEOs think companies will mandate full return-to-office (RTO) policies in the next three years, an increase from 64% at this time last year.

.; ;Total employer compensation costs averaged $24.95 per hour worked for full-time workers and $16.57 per hour worked for part-time workers .

; ;The Keys to Creativity and Driving Innovative Total Rewards; ;The Monumental Mission of Meaningful Mentorships; ;Proactive TR Pros See ‘Train’ of Change Coming, Take Steps to Act; ;Using Analytics, Innovative Framework to Transform HR/Total Rewards; ;How An Industry Leader Sees Technology Transforming Total Rewards; ;Biopharma Compensation Leader Has Put AI Under the Microscope; ;Boldyn Networks Offers a Bolder Approach to Employee Well-Being; Pursue the Positives When it comes to the pros of giving managers partial or full say on how the merit pool is divvied up, Luitjens said one clear positive is that the compensation team is likely more aligned on pay practices and with the overall corporate philosophy around rewarding performance.

Lump-Sum Timing Some organizations choose to pay an employee their full lump sum at the start of the year, while others spread out the bonus through semiannual or quarterly payments, reducing the chance that an employee may receive their full merit increase and then leave, Nail said.

The full top-five list of change targets included: ;Transparency and communication;; ;Total rewards strategy and employee value proposition;; ;Compensation competitiveness and pay practices;; ;Leadership buy-in, governance and decision-making; and,; ;Consistency, standardization and global alignment.; Other Survey Standouts In a report full of noteworthy insights, Lee said two additional findings caught her attention: ;The acceleration of technology integration and automation of TR management.