Searching Pondering Equity-Based Long-Term Incentive Plans on page 126

See Issue Workspan Q1 2022 True pay equity still eludes the American workplace, despite significant progress.

Organizations have to consider the long-term well-being of the organization when working with workers whose interest in the company ends after completing a short-term contract or a specific project.

Sign-on bonuses, stock options and other incentives are generally appealing.

For WorldatWork Members ;Retain Your CEO, or Boost Post-Exit Stability, With These TR Tactics , Workspan Daily Plus+ article; ;Executive Decisions: The Impacts (and Incentives) of a Co-CEO Model , Workspan Magazine article; ;Are Complex Pay Systems Hurting Executive Comp?

“There are research studies that have shown, for instance, that when women move to high-deductible health plans, they tend to get mammograms, breast biopsies and cancer chemotherapy months later than when they are not on high-deductible health plans.

-based employers plan to embed artificial intelligence (AI) into their health and benefits programs within the next two years, according to the results of WTW’s 2026 AI Use in Health and Benefits Survey .

Lay the Groundwork Early Wittmann recommended that HR, legal, compliance, cybersecurity and technical stakeholders put their heads together to evaluate the following areas: ;The handling and processing of biometric or behavioral data;; ;Transparent communication for employees interacting with AI-generated representations;; ;Discrimination, monitoring or psychological manipulation concerns; and,; ;Human oversight.; In addition: ;Review vendor contracts and intellectual property ownership, and be aware of data processing practices, cybersecurity regulations and the risks of transferring data across borders.; ;Ensure employees understand how their data is being used, and share with them if their interactions are being monitored or stored.; ;Consider the potential long-term impacts on workplace authenticity and trust when blurring the lines between corporate leaders and synthetic versions of them.; “There are legitimate business benefits when these systems are deployed responsibly

“You need development that matches the promise, based on real performance, not org charts,” she said.

Short-term, project-based bonuses can attract top talent without requiring permanent salary increases.; ;Market-based adjustments.

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