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But, the total pay increase budget, projected at 4% for 2023, is still less than half of the inflation rate (8.3% for the 12 months ended August 2022).

.; ;Smaller organizations are offering higher pay increases, with employers of one to 99 employees averaging 4%, compared to just 3% at organizations with 5,000 to 9,999 employees.; ;Higher pay increases are more common in industries where talent is harder to attract and retain due to special skills, labor shortages or both.

These programs should aim to: 1) understand employee mental health and barriers to well-being; 2) reduce stigma and increase empathy and social connection; 3) alleviate stress and burnout; and 4) enable access to timely, high quality care for employees.

Course: Understanding Pay Equity Depending on the specific labor market in which you compete for talent, a 3% to 4% merit increase most likely will not be a strong retention tool for top talent.

New York Bill Provides Greater Specificity Under current New York state law, noncompete agreements are enforceable in instances where the contract: 1) is necessary to protect the employer’s legitimate interests, 2) does not impose an undue hardship on the employee, 3) does not harm the public, and 4) is reasonable in time period and geographic scope.

Theme 2: Changes to GLP-1 Coverage Mark Cunningham-Hill, the medical director at the Northeast Business Group on Health, said employers within the coalition of benefits leaders and healthcare stakeholders are generally including GLP-1s for weight loss in their formularies, while also offering “wrap-around” support services to address behavioral change, manage side effects and improve patient outcomes.

.; Phase 2: Prompt Architecture Getting the best responses from AI depends on the quality of the prompts.

Week 2: Director Compensation Format: One session, virtual (live), one hour Content: Explore the roles and functions of the board of directors, along with the philosophy and trends that guide director compensation program design.

Department of Labor’s Bureau of Labor Statistics (BLS) announced Wednesday, Feb. 4, the new release date for the January jobs report.

Faulty assumption 2: Pay transparency increases pay understanding.