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Living , Workspan Magazine article; ;Be Intentional: Communicating Your Employee Value Proposition , Workspan Daily Plus+ article; ;Steps You Can Take to Deliver to the Employee Value Proposition , Workspan Daily Plus+ article; ;Don’t Underestimate the Power of Non-Financial Rewards , Workspan Daily Plus+ article; For Everyone ;‘Year of Contention’: Employers Mull Tight Budgets, Pay Expectations , Workspan Daily article; ;Mercer Report Shows Actual Salary Increases Less Than Anticipated , Workspan Daily article; ;Navigating the Compensation Landscape: Tailoring Pay Philosophy for Growth and Stability , webinar; Almost three-quarters of employees are concerned that cost-of-living expenses are outpacing their salary, according to research from consulting firm Korn Ferry.

For WorldatWork Members 2024-2025 Salary Budget Survey , research;Engage Community , peer engagement and connection platform;How to Reconcile Internal Pay Equity and External Competitiveness , Workspan Magazine article;Why It’s Time for a Compensation Philosophy Refresh , Workspan Magazine article;A Management Primer on the Basis for Pay Equity , Journal of Total Rewards article; For Everyone Develop a Salary Budget Recommendation You Can Sell to the C-Suite , Workspan Daily article;How Pay Transparency Connects with Job Architecture and Employee Trust , Workspan Daily article;How to Identify and Address Common Pay Gap Analysis Mistakes , Workspan Daily article;Essentials of Compensation Management , course; Your organization had an exceptional year, but the merit increases you’ve calculated would push several employees over the defined maximum of their salary ranges.

In each subsequent year, employers must increase the deferral rate for continuing participants by at least 1% per year, up to at least 10% but not more than 15%.

Illinois’ pay transparency legislation will require employers with at least 15 employees to include in job postings the “pay scale and benefits” that employers reasonably think they will pay for the positions.

The company was in the midst of a successful campaign to get more women into leadership positions, Wisper said, but they also had a “fairly common” administration rule in place that mandated it can only give a promotion of up to 15% of pay.

"Interestingly, about 15% of employees said that no amount of money would be high enough to convince them to go back to a five-day schedule.”

Other states have higher employment thresholds, such as Hawaii (50 employees) and Illinois (15).

The report also revealed each generation’s top professional goals, which include: Work-life balance: millennials (85%), Gen X (81%), Boomers (60%);As much flexibility as possible: millennials (78%), Gen X (73%), Boomers (63%);Making as much money as possible: millennials (59%), Gen X (55%), Boomers (38%);Having a job where they can travel: millennials (41%), Gen X (28%), Boomers (16%);Owning their own business: millennials (35%), Gen X (27%), Boomers (15%);Becoming a manager: millennials (13%), Gen X (9%), Boomers (5%); This data reveals how goals shift over an employee’s career, said Julie Voges, HR consulting regional practice leader at OneDigital Southeast, and it calls on total rewards professionals to design flexible rewards programs to meet employees where they are across the different generations.

Maintaining Relationships According to the Korn Ferry survey data, the top three issues that directly impact employees’ trust in their employers are communication (47%), transparency (21%) and work-life balance (15%).

;Geography. 39% of respondents with multinational operations analyze pay equity in all countries, up 15 percentage points in the past two years.; About the Study WorldatWork invited its broader membership and customer base to participate in an electronic survey on pay equity initiatives.