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/global economy and labor market; ;Increasing political complexity and government policy proliferation; ;The continued influence of AI on work and the workforce; ;The heightened push among organizations (based on the previous three bullets) to do more with less; ;Greater visibility among employees and job candidates into organizations’ pay practices; Check out the full most-viewed articles list below.

Her work spans the full spectrum of Total Rewards: job architecture, salary band design, incentive and equity programs, multi-state payroll governance, and the systems and controls that keep organizations aligned and compliant.

Those three percentage points represent 4.8 million full- and part-time employees.

Classifying Contractors as Employees For employers nervous about compliance, “one simple route is to prospectively employ these workers as temporary, full-time or part-time employees,” said Walters.

The public has until April 1 to submit comments on the proposed rule, and agencies must be in full compliance with the final rule no later than Oct. 1.

Out of that total, the compensation for 390 days is calculated based on a person’s full income, while for the remaining 90 days, people get a fixed amount of 180 kronor ($17) per day.

Judging from the list of the 25 most-viewed articles during the past calendar year, particular subjects of interest included: ;Salary budget surveys for compensation planning; ;Employment law and regulatory compliance; ;Pay practices; ;Pay transparency; ;Job architecture; ;Hybrid and return to the office; Those are not really surprising considering prominent themes from 2024 included: ;A cooling job market; ;U.S. federal agencies issuing final rules; ;Employers and business organizations filing lawsuits against those final rules; ;American states proposing or passing pay transparency laws, as well as continuing momentum occurring at the global level; ;A tightening U.S. and global economy; ;The search for leading practices to maintain or enhance competitiveness in talent acquisition and retention; ;The continually changing state of the post-COVID-19 workplace; Check out the full most-viewed articles list below.

What to Account for in 2026 Although the full Payscale Compensation Best Practices Report won’t be available until later this month, Thomas said the preview can help organizations begin to select strategies aligned with theirobjectivesand to considerlabor market trends, while ensuring high performers feel appreciated and motivated to stay.

And as you consider adding or removing drug coverage, Midlam recommended performing a full review of the various access channels, including: ;Your pharmacy benefit manager;; ;Off-benefit, direct-to-consumer or direct-to-employer arrangements;; ;Digital vendors;; ;Telemedicine platforms; and,; ;Existing solutions via your flexible spending account (FSA) administrators.; “There are so many options available at this time.

Two-thirds of the companies (67%) in an Alexander Group survey apply a full clawback of incentive payments made on non-payment and canceled orders.