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With other types of bonuses that may be more variable in timing, impetus and amount, repeated pay equity analyses may not always be realistic, Greenfield said.

“Both types of mentorship programs offer the ability to share insights, knowledge, skills and abilities with someone who wants to learn more or get sage advice,” she said.

For example: ;New Jersey’s Assembly Bill 3950 , which became law in January 2022, requires employers to provide notice to employees for certain types of geotracking.; ;New York’s Notice of Electronic Monitoring , published in May 2022, requires employers that monitor or otherwise intercept their employees’ telephone calls, e-mail, or internet access or usage to provide written notice to employees.; ;Connecticut’s electronic monitoring law , updated in 2024, forbids employers from engaging in electronic monitoring in areas designed for the health or personal comfort of employees or for the safeguarding of their possessions, such as restrooms, locker rooms or lounges, and intentionally overhearing or recording employment contract negotiations.; ;Just over half of U.S. states prohibit employers asking for employees’ social media account information.; This article discusses what total rewards professionals can do to ensure their organization’s surveillance policies don’t wind up

Mental health is one area where organizations are adding new types of support in response to changing workforce needs (e.g., hiring clinical or performance psychologists to help workers thrive at work and at home).

Issue 4: IPO-Year Equity Vehicles Equity mix is the use of different types of long-term incentive awards: options, time-vested shares, performance shares and so on.

“A ‘mandatory fun’ type of event will bring certain people out and leave a lot of others behind,” Amato said.

This type of change can be invigorating for HR professionals and promote more respect for HR companywide.; Seven Challenges This new non-HR CHRO is going to be a work-in-progress because they likely will bring: ;HR knowledge gaps.

These proposed rules follow the GHG Protocol and require disclosure of three types: Scope 1 emissions — those produced by the company in its operations;Scope 2 emissions — those produced by direct suppliers, mainly of electricity;Scope 3 emissions — those produced up and down a company’s supply chain (NOTE: the SEC acknowledges that disclosure of Scope 3 emissions is much more difficult to quantify and provides both more time to comply and allows for a materiality standard to determine what has to be disclosed.); Other key aspects of the proposed regulations: Materiality — all of the disclosures in item 1 above are subject to the company’s determination of which climate issues and risks have material impact on the business.

If payroll is outsourced, it is imperative that the provider be informed of all types and nature of “extra” compensation an employee receives so that all required payments can be appropriately included or excluded based on the statutory rules.

How can you ensure that your organization addresses both types of disconnection?