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Top drivers of relocation included: ;Cost of living (40%); ;Family (39%); ;Better lifestyle/weather/amenities (36%); ;More living space (30%); ;Work/life balance (23%); ;Politics (10%); The report also found: ;75% of workers are worried about finding another remote position if they quit.; ;59% of workers would accept lower salaries to guarantee permanent remote work; ;56% admit to staying at jobs they don't like because of their remote team status.; The threat of losing remote work flexibility creates anxiety for a third of workers (33%) and would prompt strong reactions if mandated: ;58% would attempt to negotiate continued remote arrangements.; ;30% would quit outright to find another remote position.; ;12% would comply with a return-to-office mandate.; Survey Shows Employees Overwhelmingly Support Expanding DEI Initiatives Eighty-four percent of employees believe companies should expand their diversity, inclusion and equity (DEI) efforts despite ongoing political debates

Even if employees aren’t physically in the same space, they can connect and bond by competing to earn points in company wellness challenges.

;Game plan: Utilize dedicated meeting spaces to huddle upwith your team.

“Total rewards personalization is a gateway; it would be a big leap to jump into personalized compensation as your first foray into this space.”

This course walks you through the many regulatory requirements in the benefits space, including the Employee Retirement Income Security Act (ERISA), the Internal Revenue Code (IRC), the Health Insurance Portability & Accountability Act (HIPAA) and the Affordable Care Act (ACA).

Alan set upon building a better compensation solution by tapping into his 20 years of contacts in the comp space.

One of the main provisions of the legislation is providing an optional pathway for employers as of Jan. 1 to reward workers' student debt repayment efforts with matching contributions to an employee retirement account — a 401(k), 403(b), 457 or SIMPLE IRA.

Proactive Steps Consider the following to proactively design a resilient incentive plan to account for natural disasters: B uild flexible timelines.

Sufficient data will allow for identifying outliers and give practitioners, b oards , proxy advisors and investors more credible benchmarks to evaluate pay and performance.

Labor Board Rules Tesla Broke the Law As reported by Reuters , Tesla Inc. supervisors at a Florida service center violated U.S. labor law by telling employees not to discuss pay and other working conditions or bring complaints to higher level managers.