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A new WorldatWork study, conducted in partnership withtheHuman Resources Certification Institute (HRCI) and theInternational Thought Leader Network (ITLN), surveyed more than 1,300 full-time workers and HR/people operations leaders in the first quarter of 2026 to understand if organizations are investing in the right rewards at the right time.

By valuing the stock appropriately, fiduciaries make sure the plan’s participants get full value for the employee compensation used on the stock purchase and avoid overpayments that can place employees’ retirement benefits — and even their jobs — at risk.

“The open revolt highlights [the tech] industry’s rampant use of independent contractors that do not enjoy many of the benefits of full-time staff, despite working on similar projects,” wrote Fortune’s Christiaan Hetzner, “creating a kind of two-tiered labor force.”

In September, the companyinformed its entire global sales team they would be required to work in the office full time.

Tim Kaine (D-Virginia) and Bill Cassidy (R-Louisiana) introduced the “ Auto Reenroll Act ,” legislation that seeks to help American workers take advantage of available employer-sponsored retirement plans and full employer match offers by permitting more frequent opportunities for employees to opt in.

The WorldatWork study also included a survey of 303 full-time business professionals via the Schlesinger Group panel online.

No exceptions for part-time workers are listed in the salary requirements of the law, and the regulations state that “an exempt employee must receive the full salary for any week in which the employee performs any work without regard to the number of days or hours worked.”

The report indicated that when employees don’t receive a TR statement, they fail to grasp the monetary value of non-salary elements, such as: ;Employer-matched retirement contributions;; ;Company-paid health, dental and vision insurance premiums;; ;Paid time off (PTO); and,; ;Wellness programs, equity and educational stipends.; Without such transparency: ;Employees may feel underpaid, even in competitive compensation environments, leading to higher turnover and lower morale.; ;Managers may be ill-equipped to explain the full value of the TR package to their teams.; With such transparency, organizations may: ;Illuminate TR’s full value;; ;Increase employee engagement; and,; ;Help retain top talent in a competitive market.; Additional Findings from the Study The report surfaced additional data points with strategic implications for HR and compensation leaders.

For example, instead of a portion of the cash bonus payout, employees can select: A reward choice that allows for the team to have three days off for community service with full pay.

Make clear that the tiered structure was put in place with the full cooperation and consent of the union through bargaining and that the tiered structure allowed the organization to stay in business without the need for layoffs or even bankruptcy, depending on the circumstances.