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Journal of Applied Corporate Finance 29(1).

Going forward, however, two important factors could spur even greater use of retention perks: 1.

California Companies Start Posting Salary Ranges Under New Pay Law Under a new California law that took effect Jan.1, all companies with 15 or more employees advertising jobs based in the state are now required to post an estimate for what the employer “reasonably expects to pay” with the posting.

In February, Goldman Sachs outlined plans to seek about $1 billion in expense reductions.

Concept 1: Have a Laser-Focused Compensation Philosophy Before compensation targets and financial and non-financial metrics for incentive programs can be set, a compensation committee must adopt a compensation philosophy that drives the program’s overall structure.

., the number of new DEI hires) and cost of the prior administration’s DEI, DEIA and ‘environmental justice’ programs and policies; and recommend actions … to align agency or department programs, activities, policies, regulations, guidance, employment practices, enforcement activities, contracts (including set-asides), grants, consent orders and litigating positions with the policy of equal dignity and respect identified in Section 1 of this order.”; Gender Identification An executive order titled “Defending Women from Gender Ideology Extremism and Restoring Biological Truth to the Federal Government” focused on biological sex and gender identity and outlined a policy where, for federal purposes, only two sexes are recognized: male and female.

Scenario #1: Missing in Action You want to help but have no connection with the owners of the sales compensation program.

This article shares five principles to help you reclaim that return on investment. 1.

The New Work Exchange By Scott Cawood Whether you are a C-level executive, a human resource professional, or a person seeking fulfillment in your work, The New Work Exchange—a #1 Amazon Best Seller—signals a time to embrace a radical realignment of how, when, and why we work—as well as what we produce.

Journal of Management 17(1): 99-120.