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Instead of across-the-board 3% to 4% raises, many HR and total rewards leaders are giving merit increases only to high performers and those who are making below-market salaries.

When everyone is on board, and accountability systems are in place, a whole-person approach works best for everyone — employee and employer — and everything —employee satisfaction and financial success.

Recently, the National Labor Relations Board (NLRB) weighed in on the topic , asserting that noncompete provisions in employment and severance agreements violate the National Labor Relations Act (NLRA) in most cases.

Benton noted company boards and investors will continue to pay attention to DEI and ESG measures — whether the goals are explicit or implicit, and tied to compensation or not.

NLRB Rules Trader Joe’s Union Insignia Ban Unlawful According to a report from Grocery Dive , a National Labor Relations Board (NLRB) administrative law judge ruled on Nov. 8 that Trader Joe’s unlawfully prohibited workers at the grocer’s Hadley, Massachusetts, store from wearing a union insignia on their uniforms because it violated dress code.

It is broken down into three TR areas: ;Financial and payroll; ;Core benefits; ;Emergency benefits; Consider each area’s bullet points, generated by WorldatWork content directors and council advisors, as fodder for an idea board or strategy checklist.

.; Both Thomas Conway and Lewis said there are several ways for employers to tackle this issue, including by: ;Launching creative, personalized communications campaigns encouraging workers to use their PTO ;; ;Ensuring messaging reminds workers that PTO can be used for brief recharge days, not just long vacations;; ;Promoting time off during less busy seasons;; ;Rewarding good work with small bites of additional time off or “mandatory” corporate PTO days ;; ;Touching base with your managers to make sure they’re on board with your corporate time-off policy and messaging.; “If you’re looking at your own data and seeing there’s a downtick in people taking PTO, use your data to have some real conversations,” Thomas Conway said.

In the meantime, Cohen and Kirchenbauer offered direction for deciding whether these shifts make sense for your organization and for laying initial groundwork: ;Determine if your corporate investment committee is on board with offering alternative investments as part of your organization’s plan.; ;Find out if your investment provider will include alternative assets at all in its platform.; ;Assess employee familiarity and interest, and consider other relevant factors such as average employee age and time until retirement.; ;Explore education and training needs and opportunities — for plan participants and those individuals overseeing your plan.; Regardless of your conclusions about alternative assets at this moment, pondering the question offers a good opportunity to conduct a full review of the options you currently extend to workers, Kirchenbauer said.

Across the board, this broader economic uncertainty is impacting how employers rebalance their approach toward customized executive compensation solutions, as 71% of respondents recognize that offering executive benefits is important for long-term retention but must watch the bottom line as well.