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Editor’s Note: Additional Content For more information and resources related to this article see the pages below, which offer quick access to all WorldatWork content on these topics: Equitable and Diverse Workplaces ;Employee Benefits ; FREE Newsletter FREE E-newsletter Subscribe to Workspan Weekly for news on trends and compliance in Total Rewards, compensation and benefits.

said Bryan Briscoe, senior vice president of total rewards at Marriott International.

The NLRB also reported its field offices received a total of 24,578 cases last fiscal year, the most in more than a decade.

.; “If companies conduct an analysis only on base pay, they could be leaving out important elements of total compensation.

In the spring of 2021, U.S. respondents projected that 2022 total salary increase budgets would rise modestly from 2021’s 3% average to a 3.3% average while the median prediction (3%) showed no change from 2021’s actual median increase of 3%.

In addition,  the United Kingdom’s 2023 average total salary increase budget exceeded projections, reaching 4.5% (4.0% median) compared to the projected 3.9%.

People who are ambitious, confident in their ability and willing to put their all into their work might be willing to accept a lower salary (certain income) if there is a greater incentive opportunity tied to performance that might result in higher total direct compensation.

“Leading employers need to be thoughtful, strategic and transparent about the overall total rewards offering for all of their various employee groups — potentially including elements beyond the hourly rate, to include things like benefit eligibility and other types of coverage,” he said Reviewing compensation structures to ensure that ranges are compliant is the bare minimum, Frost said, and employers need to think strategically and holistically to ensure that their total rewards programs support their workforce strategy and, by extension, their business strategy.