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The report also revealed each generation’s top professional goals, which include: Work-life balance: millennials (85%), Gen X (81%), Boomers (60%);As much flexibility as possible: millennials (78%), Gen X (73%), Boomers (63%);Making as much money as possible: millennials (59%), Gen X (55%), Boomers (38%);Having a job where they can travel: millennials (41%), Gen X (28%), Boomers (16%);Owning their own business: millennials (35%), Gen X (27%), Boomers (15%);Becoming a manager: millennials (13%), Gen X (9%), Boomers (5%); This data reveals how goals shift over an employee’s career, said Julie Voges, HR consulting regional practice leader at OneDigital Southeast, and it calls on total rewards professionals to design flexible rewards programs to meet employees where they are across the different generations.

What seems like a minor error can snowball and compound quickly, especially in large organizations, as evidenced by these findings in a survey by HR, pay and workforce management platform UKG and audit, tax and advisory firm KPMG: ;Employee pay often represents 40% to 60% of businesses’ operating costs, but management of that pay remains deeply fragmented.; ;Organizations lose 2% to 4% of their labor spend on “payroll leakage” from system limitations, processing errors and/or fraud.; ;Almost 40% of companies reported between $1 million and $5 million in annual payroll losses; for a large company, even 1% of payroll leakage can cost $15 million in losses.; “This isn’t just a financial issue; it’s a people issue,” said Teresa Smith, the director of UKG’s human insights and human capital management (HCM) strategic advisory group.

;Four types of pay disclosure laws.

October 08, 2024 Scottsdale, Arizona  — A new report reveals the increasing prevalence of bonus programs in organizations, with nearly all surveyed companies utilizing at least one type of bonus to enhance employee retention and recruitment efforts.

We discuss all the usual stuff that you’d expect editorial types to discuss: story ideas, upcoming content calendar items and hot workplace trends, for example.

Similarly, a recent study by the Employee Benefit Research Institute (EBRI) examining self-insured employers found that those with 100 to 999 employees were most likely, by far, to purchase stop-loss, with 93% of them using the coverage in 2023 — compared to 60% of businesses with 1,000 or more employees and 63% with 25 to 99 employees.

By participating, you will help uncover: How organizations structure short-term and long-term incentive programs;Key trends in eligibility, participation, and payout opportunities;The performance measures and metrics used to drive results; What you’ll gain Participants receive access to a newly enhanced interactive reporting dashboard, making it easy to: Benchmark your compensation practices against peers;Compare across industries and organization types (public, private, nonprofit, government);Explore emerging trends in incentive strategy;Earn a 30% discount for any WorldatWork course (must be redeemed by 12/31/26, code will be sent to participants after survey closes; Survey closes Friday, Jun 12, 2026 Take the Survey Take the Survey Browse Survey Questions Browse Glossary Definitions Thank You for Being a Member Get the most from your membership today!

The case claims Twitter violat ed worker protection laws like the federal Worker Adjustment and Retraining Notification Act as well as the California WARN Act — both require 60 days of advance notice before a mass layoff.

Not all nonprofit, mission-based organizations persist for more than 60 years.

Other key findings from the preview report include: ;60% of surveyed organizations are either fairly confident or very confident that their pay increases are competitive for retaining and engaging talent.