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Access a related Workspan Daily article on this subject: DOL Proposes Rule on Valuing Employer Stock Purchased, Sold by ESOPs; Access a bonus Workspan Daily Plus+ article on this subject: ;The Equity Alternative: Rewarding Employees Without Traditional Stock; Employee stock ownership plans, or ESOPs , are an alternative that is sparking growing interest and exploration as a succession plan, particularly by closely held or middle-market businesses for whom other ownership transition options may not be feasible.

We’re almost in the middle of a decade that should experience what will be the equivalent of 20 years of technical progress; during our next decade, we will see and experience what’s really 40 years of progress.

He said that, anecdotally, Mercer has seen some trends around employees choosing HSA options, with: ;Individual employees a bit more likely to choose them than families;; ;Younger and older employees a bit more likely to choose them than more middle-career employees; and; ;Lower- and higher-income employees more likely to choose them than middle-income employees.; Maximize the HDHP to Maximize Enrollment Domaszewicz noted HDHPs, and specifically HSA-compatible HDHPs, continue to be a very viable benefits option for employers and employees.

“[SLB 14M] moves the goalposts smack dab in the middle of this year’s shareholder proposal process,” she said.

It will be middle-of-the-road, but you won’t have actually targeted anybody with that.”

Many companies set their pay targets at the median or 50th percentile — right in the middle of the market.

U.S. employers also reported that high-performing employees (26% of their workforce) received merit increases 1.4% higher than those for middle performers and 3.9% higher than low performers.

U.S. employers reported that high-performing employees (26% of their workforce) received merit increases 1.4% higher than those for middle performers and 3.9% higher than low performers.

District Court for the Middle District of Florida ruled on Aug. 14 that the FTC’s noncompete ban is not enforceable.

Industry Trends and Innovation The current evolution of retirement income solutions is as follows: ;Product development is in the middle stages of maturity, with several innovative solutions available.; ;Recordkeeper adoption remains in the early stages due to technological integration challenges.; ;Plan sponsors are just beginning to recognize the importance of structured income solutions in DC plans.; Several innovative strategies are emerging to bridge the gap between savings and sustainable income.