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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.

Meantime, the motivation to plan for retirement is there, suggests Fidelity Investments’ 2022 State of Retirement Planning Study, and it surpasses the drive to plan for other financial milestones like owning a home or planning a wedding (see Figure 2). 80% of people with a strong understanding of longevity save regularly for retirement. 2.

., customers, employees, non-U.S. parties) by reframing or backtracking on DEI and (2) the reputational and litigation risks from continuing their DEI programs.

In Figure 2, we would want a scenario of an employee in the top right quadrant having positive performance and significant scope, but negative value against replacement.

The Journal of Total Rewards Second Quarter 2025 | Volume 34 | No. 2 Explore the next equity frontier -- where analytics help ensure inclusive advancement opportunities.

While 55% of organizations communicate STI metrics and goals at the start of the year, fewer than 1 in 4 explain why they were selected.

In Level 1, you measure the absence costs; in Level 2, both the absence and the healthcare.

It became clear that salary increase budgets needed to be higher, and Q4 budget predictions increased to just under 4%.

As indicated in Table 2, California is by far the leading state in terms of total policies sold, with 610,778, followed by Texas, with 410,025.

But in June, before that could happen, the FTC requested a preliminary injunction to prevent Microsoft from completing the acquisition, with an eye toward bringing the case to its administrative law judge on Aug. 2.