Searching Pondering Equity-Based Long-Term Incentive Plans on page 144

While greater openness in compensation decision-making is a positive step toward fairness and employee satisfaction, this trend also has revealed challenges in terms of communicating traditional job structures and leveling models to the organization.

Some of these include: Ensuring promotion and tenure committees are factoring in COVID-related disruptions, which disproportionately impact women, and recognizing the potential for differential approaches based on gender disparities.

They should put a plan in place for compliance — and be ready to implement that plan if the legal challenges are not successful.

Since paid sick leave typically accrues based on hours worked, employers should stay current on the hours and days their employees work in various locations — for instance, an out-of-state employee who travels to Minnesota for a three-week training or a trucker who drives through various states for a certain amount of hours each year, Robbins said.

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He added millennials who are a bit more established in their careers may be zeroed in on mapping their career trajectory, and determining if there are long-term growth and leadership options for them at their current employer; and Gen Z employees who entered the workforce during the pandemic may have never experienced an in-office role — while many of them prioritize remote flexibility , they may still struggle to find their footing .

HR professionals, acknowledging workers’ financial concerns while struggling to balance tighter budgets, listed increasing revenue and reinforcing the full value of total rewards packages as strategies they plan to employ moving forward, according to a recent report from the Society for Human Resource Management (SHRM).

“The pandemic accelerated this change in many dimensions, resulting in more flexible options for workers,” he said, adding that long-predicted changes in workforce demographics — including a large number of members of the Baby Boomer generation retiring from traditional jobs and seeking part-time arrangements — has forced employers to pay more attention to alternatives to full-time roles.

.; ;Tip: Define terms broadly, such as “child” to mean biological, adopted, foster, stepchild, the child of a domestic partner and those for which the employee has legal guardianship.; ;Tip: Include employees who care for chosen families rather than traditional, LGBTQ+ partners and those with extended family responsibilities.; ;Tip: Consider family-building benefits, such as covering in vitro fertilization (IVF) treatments or offering adoption support.; Consider Diverse Care Needs Employees have diverse caregiving duties beyond standard family medical leave and routine dependent childcare.