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We launched our global ESPP, known internally as myShare, on April 1, 2021.

However, if your company — in the hotel, hospitality, food and beverage services, or other industry — has tipped employees, and if those employees and business operations span multiple states, the task can be even more so.

Access a bonus Workspan Daily Plus+ article on this subject: ;How to Contend with a Job-Hopping Workforce; When comparing positions held by workers after the age of 21 (excluding part-time and short-term work during high school or college), the research revealed the following longevity averages: ;Baby Boomers: 3.6 employers in 27.1 years (7.5 years per job); ;Generation X: 4.2 employers in 19.4 years (4.6 years per job); ;Millennials: 3.9 employers in 9.2 years (2.4 years per job); ;Generation Z: 2.7 employers in 2.8 years (1 year per job); Although the data may exclude some shorter-term, early career jobs not listed by older workers, the gap is more than significant enough to account for those omissions, and it still paints a picture of dramatically increased job-hopping by the workforce’s newest entrants, said Jesse Wheeler, a senior macroeconomic analyst at Revelio Labs.

Some roles or industries may be more prone to having employees approach their defined salary maximum, said Megan Nail, CCP, a vice president in the total rewards practice at risk management and benefits advisory firm NFP.

Human Resource Management Review 31(1): 1-7.

However, attention should be paid not only to highlight country differences, as there might be other underlying factors playing a role in determining differences in compensation, such as business size, industry or different structures of ownership across countries.

“How do we fix the No. 1 thing that people are telling us they leave for?”

;The Monumental Mission of Meaningful Mentorships;Proactive TR Pros See ‘Train’ of Change Coming, Take Steps to Act;The Keys to Creativity and Driving Innovative Total Rewards;The Pros and Cons of Giving Managers Discretion on Merit Increases;Using Analytics, Innovative Framework to Transform HR/Total Rewards;How An Industry Leader Sees Technology Transforming Total Rewards;Biopharma Compensation Leader Has Put AI Under the Microscope; Editor’s Note: Additional Content For more information and resources related to this article, see the pages below, which offer quick access to all WorldatWork content on these topics: ;Employee Experience; ;Organizational Performance; ;Total Rewards; ;Workforce Engagement; #1 Total Rewards & Comp Newsletter Subscribe to Workspan Weekly and always get the latest news on compensation and Total Rewards delivered directly to you.

Step 1: Validate the Job Description and Scope All effective compensation work starts with a solid foundation, and in HR that foundation is the job description.

Effectively, to be considered an independent contractor 1) a worker must show they are free from control by those providing working opportunities. 2) They must also demonstrate that the service they are providing is either outside the usual course of business for which the service is performed or the service is performed outside of all the places of business of the enterprise for which such service is performed.