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.; ;60% say their organizations are awaiting further developments on the new administration’s IE&D priorities, including enforcement plans, before making any changes.; ;55% say they are more worried post-inauguration about the risk of IE&D-related lawsuits, government enforcement actions and shareholder proposals.; ;22% of executives surveyed after the inauguration are currently considering reducing or eliminating IE&D-focused roles.; ;38% say they are contemplating ending incentives or manager evaluation criteria tied to advancing IE&D priorities.; California Bill Targets Use of AI to HR Decisions A California state senator has introduced the “ No Robo Bosses Act ” — legislation that would bar employers from using artificial intelligence (AI) systems to make a range of HR/total rewards decisions (such as those on hiring, promotion, discipline or termination) without human oversight.

Paid Time Off Programs and Practices This report summarizes the results of a March 2019 WorldatWork survey conducted with PTO Inc. to gather information on traditional and PTO bank-type programs, as well as current practices in separate paid parental leave programs.

It examines such issues as which organizations are taking action on pay equity, how frequently organizations conduct pay equity analyses, the barriers and motivators of pay equity work, what types of compensation are included in pay equity analysis, how organizations share the results of pay equity analyses and more.

The current report, published in September 2024, includes trends in the rising use of various bonus types, such as sign-on, performance, retention, referral, and spot bonuses.

Valuation is important for any award types that are tied to the value of company equity, either at grant, vesting or payment.

Types of Lasers While stop-loss insurance lasers are most commonly introduced during a policy renewal — when the carrier has a full year of specific claims data — they also can be present in an initial policy if the underwriters had access to relevant claims information.

Additionally, the type of work can significantly differ.

According to Alight’s 2023 International Workforce and Well-Being Mindset study, 78% of surveyed employees said saving and planning tools would be valuable to them, while just over 60% said they would find value in personal financial one-on-one coaching or advice.

The return-to-office decision was a reversal from a policy introduced during the COVID-19 pandemic that allowed many employees to work from home as much as 60% of the time in an effort to increase flexibility and adjust to new ways of working.

Many employees (70%) who identify as male say they’re satisfied with their compensation compared to 60% who identify as female and 59% who identify as non-binary.