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FTC — the FTC pointed to Section 6 of theAct, which it said grants “additional powers to support the adjudicatory scheme” — in effect, enabling the agency to issue legislative rules (that have the force of law) “to prevent unfair methods of competition.”

In April, average hourly earnings for all employees on private nonfarm payrolls rose by 6 cents, or 0.2%, to $36.06.

He stated, “There are many issues that require regulatory clarity and stability so that the system can function properly, including (1) modernizing defined contribution plans to include alternative investments, such as private equity and cryptocurrency ; (2) the consideration of ESG [ environmental, social and governance ] factors; (3) the fiduciary rule as applied to [individual retirement account] rollovers; (4) mental health parity; (5) plan forfeitures; (6) pension risk transfers; (7) tobacco and vaccine surcharges and wellness programs; (8) managing pharmacy benefit managers and healthcare costs; and (9) cybersecurity to protect participants assets — just to name a few key issues.

In addition, 10% of companies now have documents that govern nominations of board directors that specifically mention the consideration of people with disabilities, and 6% have someone who openly identifies as having a disability serving on their company’s corporate board.

About 7.2 million private-sector workers, or about 6% of the 120.36 million private-sector workforce, were represented by unions last year, the Labor Department said.

Of the organizations that do not include promotional increases in their salary increase budgets, 62% fund the promotional pay increases via vacancy, salary or other savings, 25% pull it out of the merit increase budget, 21% pull it out of the “other” increase budget and 6% pull it out of the general increase/COLA budget.

As currently structured, the program gives employees until Thursday, Feb. 6, to decide whether or not to quit.

And by 2021, it had further declined to 112,942 (Table 6).

Figure 5 shows that in states with transparency laws, the median of the posted salary range increased significantly (Colorado, 17%; New York, 21%; and California, 15%), while in states with no pay transparency laws, the change in the median of the salary range was slightly negative (-6%, however not statistically significant as the midrange variability is very high).

Solution : Corporate total rewards professionals should work with sales leaders, finance and business unit management to develop uniform sales compensation design principles, which apply to all businesses on a worldwide basis. 6: Engaging and Consequential .