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The 2020 “Inventory of Total Rewards Programs & Practices” study collected data from 812 respondents, representing organizations of different sizes across multiple industries.

The factors are to be considered in their totality, reflecting the “economic realities” test developed by the courts.

Challenge No. 1: Personalizing Incentive Plans One-size-fits-all sales comp plans are often valued because they are simple to communicate and easy to administer.

For WorldatWork Members WorldatWork’s Salary Budget Survey , research;How Employers Can Structure and Communicate Appropriate Pay Bands , Workspan Daily Plus+ article;Avoiding Bonus Backfires , Workspan Magazine article; For Everyone Mercer: Employers Preparing for 3.7% Total Salary Increases in 2025 , Workspan Daily article;Essentials of Compensation Management , course;A Primer on Salary Survey Usage , on-demand webinar;Total Rewards ’25 , conference; Most workers plan to seek a new job and employer in 2025, with higher pay driving their desires and expectations.

Editor’s Note: Additional Content For more information and resources related to this article see the pages below, which offer quick access to all WorldatWork content on these topics: Equitable and Diverse Workplaces ; FREE Newsletter FREE E-newsletter Subscribe to Workspan Weekly for news on trends and compliance in Total Rewards, compensation and benefits.

For WorldatWork Members ;ESG Metrics Expanding in Executive Compensation , Journal of Total Rewards article; ;Five Thought Leaders Dive Deeper Into Executive Compensation Issues , Journal of Total Rewards article; ;Are Complex Pay Systems Hurting Executive Comp?

In December, total employer compensation costs for state and local government workers averaged $63.46 per hour.

Tangible Considerations Organizations often view interim workers as less expensive than permanent employees because they don’t carry the ongoing compensation costs nor do they pay benefits or payroll taxes, which average about 31% of total compensation (U.S.

Companies must complete a table with information on total shareholder return, indexed total shareholder return for the company’s benchmarking peer group, the company’s net income and a company-chosen financial performance measure.

“You have so much more information out there, in some respects I think it’s reshaping how some folks are going about any sort of salary negotiation,” said Nancy Romanyshyn, senior director of total rewards strategy and solutions at Syndio, a pay equity software company.