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Instructions: Sections 1 and 2 below cover administrative and compliance essentials, as well as operational competencies expected of management.

Recertification Course Credits WorldatWork Recertification Credits 2 Compensation Credits CEUs 0.2 Credits HRCI Recertification 2 Credits SHRM Recertification 2 Credits Learning Options Exercises are included throughout each section of the course for hands-on practice.

Trend 2: Employees feel less connected than ever before.

According to the WGA, the studios’ offer just before the strike began was only 4%-3%-2%, which is 9.26% compounded over three years.

;For the “bonus” column, for Lines 1 and 2, only 31% of interim CEOs from the board participated in the annual bonus plan (Line 2); however, of those who did participate, they did so at the same rate (100%) as the former CEO.

‘No Tax on Tips’ Implications Regarding the “no tax on tips” component of H.R. 1, the new federal guidance document explains that if an employer voluntarily chooses to report the amount of an employee’s cash tips in Box 14 of Form W-2 (or on a separate statement), the employee may use that figure on their 2025 taxes.

Comparing 2019 with 2022, WTW found an increase in every topic we categorized in the first study, as shown in Figure 2.

Hamilton designed cards for more than 60 years and was called the “Hallmark Cher” due to her long career.

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.

Re-Examine Your Pay Ranges; To Offer or Not to Offer Compensation professionals exploring this question — and ways to keep lump-sum merit replacements equitable — in a WorldatWork Engage forum post shared various insights: ;“We move our ranges every year, say 2%, so even an employee who was at the top of the range will get a 2% base pay increase,” said Ken McLean, a senior compensation analyst at Newport News, Va.