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Despite many surveys of employer intent still reporting that the “average” employer is budgeting 2% to 3% for pay adjustments (down from slightly over 3% a year ago), a significant percentage of employers cannot fund any increases because of the precipitous decline in their revenues.

For WorldatWork Members Internal Mobility Keeps Employees from Moving On , Workspan Magazine article;How to Incorporate Skills into Rewards and Recognition , Workspan Daily Plus+ article;How Total Rewards and Career Development Go Hand in Hand , Workspan Daily Plus+ article;Support Your Employees’ Career Growth with Development, Transparency , Workspan Daily Plus+ article;Seeing the Unseen: Identifying Gender Bias in Employee Recognition , Workspan Daily Plus+ article; Even though 84% of organizations have a process to identify potential in their workers, only 36% agree they are effective at assessing those at the top of the scale.

The FTC submitted a 75-page brief on Thursday, Jan. 2, in the U.S.

Seven percent were from Canada, 2% were from Germany, with the remaining 11% representing other countries.

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Compensation Implications What are the compensation implications from this type of legislation if organizations were to participate in a four-day workweek?

Leaders shouldn’t brush aside these types of nuances while trying to get their workforce on board with AI utilization, said Kevin Tamanini, the vice president of professional services and customer success at leadership consulting firm DDI.

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Presenting this type of policy with crystal clear expectations and data can serve as a motivator for workers, said Sara Hillenmeyer, the vice president of AI and data science at compensation software and data company Payscale.

Rather than just a general story that the company is paying market-competitive rates, organizations should provide information on the type of peers they want to compare themselves with, as well as the underlying rationale.