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More than 90 businesses throughout the U.S. have a four-day, 32-hour workweek.

Only 38% of workers in the bottom 10% of average wages had access to either type of plan, and of those, 51% participated.

Data contained in the report was obtained by surveying employer members of NACE from Oct. 4, 2023, through Nov. 30, 2023.

As part of the agreement, any hourly New York City Chipotle worker is eligible to receive $50 for each week worked between Nov. 26, 2017, and April 30, 2022, and Chipotle will also pay $1 million in civil penalties to the city.

Workspan Daily article; ;Total Rewards Today: Spending Money Where It Counts , Workspan Daily article; Creativity is a core human skill that remains vital in the age of remote work, digital communication and artificial intelligence (AI) — yet many working adults, including those holding down corporate total rewards (TR) functions, believe they aren’t the “creative type.”

WorldatWork Members Save 30% An Exclusive Opportunity for WorldatWork Members WorldatWork has partnered with the National Association of Stock Plan Professionals (NASPP) to provide WorldatWork members exclusive savings on NASPP’s stock plan administration courses.

More than 90% of the 5,075 eligible Mercedes-Benz workers voted in the election, according to the results.

Learn about Certification Growing Demand for Compensation Professionals & WorldatWork Certifications 60% increase in organizations seeking compensation roles* 3x up to 3x higher pay boost with CCP vs. other HR certifications** 90% Of hiring managers for comp roles prefer candidates with WorldatWork certifications* See the Impact Sources: *HR Certifications: How They Impact Pay and Career, Payscale ** 2023 WorldatWork Customer Impact Study WorldatWork: The Leader in Total Rewards & Compensation HR Professionals from Over 93% of Fortune 500s Rely on WorldatWork Grounded in evidence-based research and real-world application, WorldatWork is the standard for Total Rewards and compensation.

Fidelity, in contrast, invests 90% in equities from age 20 through age 45 and then glides downward at five-year intervals to 63% at the beginning of the critical zone, 57% at age 65 and then to 40% at age 70.

Employees must be given at least 90 days to opt out and take a distribution of any automatic deferrals.