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Hart will share Boldyn Networks’ story in a featured session titled “Holistic Well-Being: A Comprehensive Approach to Employee Wellness” at WorldatWork’sTotal Rewards ’25 conference , coming up on May 19-21 in Orlando, Fla.

Workspan: What types of actions are necessary right now — and how do you see employers engaging in this future planning?

A staggering one in five (21%) United States employees admit they’ve used alcohol, marijuana or other recreational drugs while employed remotely in 2021 — a similar percentage admitted using alcohol during the workday, and of those who used, three out of four (73%) state that if their employer insists that they return to the office, they’ll miss the opportunity to use alcohol, marijuana or other recreational drugs during their workday.

The answer may vary depending on your personal preferences, type of work, life stage and financial needs.

Member Only Access Member Only Access 1,798 Responses 2/21 Date fielded 2% Margin of error for employee responses 3% Margin of error for employer responses Thank You for Being a Member Get the most from your membership today!

;The Employee Retirement Income and Security Act (ERISA) has long required employers that offer pension plans to allow employees aged 21 or older who work at least 1,000 hours a year to participate in the plan.

Only 25% of organizations vary their compensation philosophy application by country or region and just 21% do so for performance management application.

A Jan. 21 Resume.org survey of 1,000 business leaders within organizations with diversity, equity and inclusion (DEI) initiatives (also known as the push toward equitable and diverse workplaces) found 1 in 8 of those entities are eliminating or reducing their programs.

McKinsey reported roughly 60% of active-duty service members who transition from the military each year earn less in their first year after being discharged than they did on active duty, resulting in billions of dollars of lost economic value.

Standards and Practices According to Holloway, director compensation structures at publicly traded companies remain fairly standardized, with most typically offering: ;Annual board retainers composed of approximately 40% cash and 60% equity, with no separate meeting fees.; ;Full-value equity awards granted based on fixed-value rather than fixed-share amounts, with short vesting periods (immediate or one year).; ;Board retainers that do not include additional compensation for committee service, except for committee chairs, who receive retainers recognizing their added responsibilities, time commitments and heightened scrutiny.; “Director compensation approaches at privately held companies are much more varied than at publicly traded companies,” Holloway said.