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Wellness weeks can bring positive results to employees and organizations, but they also can bring their own sets of complications, experts say.

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Another interesting example is from Jenkins and Sherman (2020), who conducted a study in a university setting.

The proponents also respond that this will not set a precedent for the rescue of state and local government pension plans.

Research shows that financial information is more effective when it is customized to the needs of specific groups.

Disclosure may also serve as a signaling device, allowing employers to coordinate/communicate in ways they couldn’t before; that is, multiple employers in a state or region may implicitly collude to set salaries.

If an organization’s goal is to retain its top performers, which is a common goal of performance management and compensation systems, then strict pay equality can create its own set of problems.

As a survey conducted by the Independent Economy Council (2022) suggested, large numbers of gig workers neither set aside money to pay taxes nor make required quarterly estimated tax payments.

For instance, lower-income workers may be less able to take advantage of a set number of excused but unpaid leave days, even if those days are offered equally to all.

These benefits include shifts in organizational culture, such as encouraging employees to disconnect electronically and set boundaries around their time availability, trusting employees to work remotely and offering step-away-from-work options so workers can attend to personal issues.