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Moving pay rates further into the ranges at a rate that meets the compensation philosophies of most organizations requires a gap of at least 2%-3%, based on organizations I have consulted with.

.; Question: Should qualified overtime compensation be separately reported to individuals on Form W-2, Form 1099-NEC or Form 1099-MISC?

“It will give gig workers more information that they can use to decide what type of work they want to do, based on a full and transparent understanding of the pay and conditions provided,” Frost said.

Valuation is important for any award types that are tied to the value of company equity, either at grant, vesting or payment.

“Having this type of resource is more impactful than just adding a match to the plan for paying off debt,” Stout said.

In fact, one California study found that 70% of Latino workers do not have access to a workplace plan.

Board representatives and employees from 248 organizations, spanning ownership types and industries, responded to this year’s survey.

On the utilization side, Nayya research found: ;70% of employees keep the same benefits from year to year — despite life changes that may make new benefits more relevant.; ;Only 14% actively seek new benefits options during annual enrollment.; ;26% of workers in a high-deductible health plan don’t use the associated HSA.; ;64% of those using an HSA don’t take advantage of its long-term investment potential .; Then, there’s the lack of understanding: ;70% of polled employees don’t understand hospital indemnity, accident and critical illness insurance.; ;50% can’t explain the intricacies of 401(k)s, HSAs or flexible spending accounts, or how these benefits work.; ;While employers annually spend an average of $16,501 per employee on health coverage, only 10% of employees understand that value; 25% believe their employer spends only $1,000 a year on their health benefits.; ;40% of employees don’t recognize health insurance as part of their total compensation, while 48% don’t consider

This survey examines the type of incentives organizations are using, which metrics they rely on for rewarding employees, how effective they are finding their rewards to be, and more.

Many different types of pay plans have been created over the years, each with a different twist to address the needs of organizations and their employees at the time.