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“I’ve progressed in my career at Patagonia,” she said, “and it has absolutely been foundational to having this program and being able to raise my children and take them on the road with me as needed in order to be able to successfully do my job.”

Julie Stich, the vice president of content at the International Foundation of Employee Benefit Plans (IFEBP), advised a focus on plan design, including: ;Cost-sharing requirements;; ;Incentives for using generic drugs or mail-order services for maintenance prescriptions; and,; ;Effective step therapies beginning with lower-cost treatments.; “There needs to be a balance between what employees need to ensure the most effective care possible while controlling spend,” she said.

“Important details to cover include whether pharmacy benefits are part of the medical plan or carved out; which pharmacies are in network; generic vs. brand-name pricing; and whether mail order is available, or mandatory, for any prescriptions.”

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The reaction of many organizations to recent government orders seems to suggest a waffling commitment to equity.

The overarching message from presenters: Make sure your proverbial house is in order, because the organizations that aren’t fully transparent about how and why they pay employees will quickly fall behind in the war for talent.

;What performance goals, if any, were executives and key employees required to meet in order to vest in these awards?

If the ruling stands, Congress could initiate new legislation or the Biden Administration could issue an executive order, she added.

Buyers today are a bit more likely to reserve a portion of the pool (known as dry powder), she notes, in order to discern who among the most critical employees is still a flight risk after the first set of retention awards.

President Trump has said he may soon sign an executive order that would permit federal agencies to explore the use of private-equity and private-capital investments in 401(k) plans.