Searching Pondering Equity-Based Long-Term Incentive Plans on page 178

All the Job Titles Eligible for ‘No Tax on Tips’;Q&A: Unpacking Elements of the ‘No Tax on Tips’ Provision;Charting the Changes: 2026 Benefit Plan Limitations;How H.R. 1 Changes Your Section 127 and 529 Education Programs; ;Prepare Your Systems for H.R. 1-Related Reporting and Administration; ;New U.S.

Featured 2026-2027 Salary Budget Survey WorldatWork's Salary Budget Survey 2026-2027 provides trusted data used by HR and Total Rewards leaders for practical, usable insights that support competitive salary planning and informed compensation strategies.

WTW’s 2025 Absence, Disability and Medical Leave Survey found organizations are expanding multiple forms of time-away benefits to better meet workforce needs: ;More than 80% of surveyed employers offer parental leave, and 16% expect to enrich those programs.; ;18% of employers plan to expand bereavement leave by increasing duration or broadening eligibility.; ;Caregiver leave is expected to nearly double — from 22% to 39% — over the next two years.; Employers cite improving the employee experience (67%) and strengthening attraction and retention (60%) as the top drivers behind these planned enhancements.

Matching people to opportunities based on capabilities — not just job titles — unlocks better alignment and broader mobility, she said, adding that building the talent marketplace in skills can improve participation, give managers security that a new team member can handle the role and reassure employees that they are prepared for new responsibilities.

Veverly Gibbs, Senior Manager Global Variable Compensation, GE Healthcare “I decided to join WorldatWork because of the opportunity for knowledge-based improvement as well as the path to certification in my field.”

Scheduling time to talk to your people, being open and listening will go a long way towards keeping them in your organization.

Put another way, employees have expressed an overwhelming willingness — even preference — to spend some time in the office, as long as flexibility is a factor.

For self-only coverage, a “high-deductible health plan” (HDHP) is now defined as a plan with an annual deductible that is not less than $2,900 (versus $2,850 for 2025) and not more than $4,400 (versus $4,300), and under which the annual out-of-pocket maximum is $5,850 (versus $5,700).

TR professionals may become familiar with the doctrine when designing non-qualified deferred compensation (DC) plans, as plans that do not meet the strict requirements of Internal Revenue Code (IRC) Section 409A will trigger constructive receipt of deferred compensation, even if it is not yet paid out.

Is this an evidence-based statement or provocative wishful thinking?