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., age, gender, marital and family status, location, salary);; ;Types and number of benefits plans (e.g., three healthcare choices, two pension plans);; ;Eligibility criteria;; ;Employee enrollment/participation rates;; ;Elective contributions/employer matching;; ;Investment choices/fund performance;; ;Benefits utilization (which can be manipulated by demographics);; ;Employer and employee costs (out-of-pocket costs for each);; ;Turnover and retention rates; and,; ;Industry benchmarks .; TR pros may collect this data through several methods, such as: ;Employee surveys.

Just 2% said the current environment would have no impact and 16% were unsure how things would shake out.

Pay Transparency Plays a Role Advocates of increasing pay transparency have posited that over time it will level out the playing field and limit the effects of bias — the type that could potentially occur from salary negotiations.

Ensure vendors are compliant with the new reporting requirements.; ;Distinguish and separate FLSA-required OT compensation and additional OT pay required by state and local laws or more generous employer policies.; ;Prepare to report qualified OT compensation on Form W-2.

Sumser said that comp professionals will need to closely watch both the vendor universe and the outside AI universe to see how regulations may be applied to the AI space.

It helps to look at the evolution of AI to see what sets this new type of AI apart.

The 2% of adults now taking GLP-1s specifically to treat an overweight or obesity diagnosis represents a 587% increase over the last five years, according to nonprofit research and resources organization FAIR Health .

Travel- and Security-Related Perks According to WTW research, personal use of corporate aircraft is the most prevalent executive perk, with 46% of companies providing this benefit to CEOs in 2023 and 31% offering it to other NEOs (see Figure 2).

;Subscribe to a pay benchmarking service through vendors in the space.; While the second group has a head start on this work, even these companies may need to ramp up their compensation capabilities, since they may need to increase both the volume and quality of their work.

We collect data for base salary, but also the types and quantum of benefits paid, and the quantum of variable payments received.