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But should the competitive posture be the same for all types of employees, irrespective of skill set or type of work?

The new rule’s effective date is Sept. 30, and will only be applied to cases filed after it.

Top drivers of relocation included: ;Cost of living (40%); ;Family (39%); ;Better lifestyle/weather/amenities (36%); ;More living space (30%); ;Work/life balance (23%); ;Politics (10%); The report also found: ;75% of workers are worried about finding another remote position if they quit.; ;59% of workers would accept lower salaries to guarantee permanent remote work; ;56% admit to staying at jobs they don't like because of their remote team status.; The threat of losing remote work flexibility creates anxiety for a third of workers (33%) and would prompt strong reactions if mandated: ;58% would attempt to negotiate continued remote arrangements.; ;30% would quit outright to find another remote position.; ;12% would comply with a return-to-office mandate.; Survey Shows Employees Overwhelmingly Support Expanding DEI Initiatives Eighty-four percent of employees believe companies should expand their diversity, inclusion and equity (DEI) efforts despite ongoing political debates

So, the question now becomes, what types of programs can an organization create as part of its total rewards package that will enable employees to develop those types of skills?

.; Presenters Joe Holland Co-Founder at SecureSheet Technologies Joe is one of the inventors and architects of SecureSheet and has over 30 years of business systems experience.

This information must be posted by the original furnishing deadline, including any automatic 30-day extension, and must remain accessible through Oct.15 of the following year.

For example, if payment is received on 11/1/2022, that membership will expire on 11/30/2023.

The Job Openings and Labor Turnover Summary (JOLTS) report, released Tuesday, Sept. 30, by the BLS, showed the number of job openings was unchanged at 7.2 million in August.

As we shall now see, both types of intervention have a positive impact.

“But, more recently, we’re hearing that employers are looking at amounts closer to the 30% maximum amount permitted under HIPAA, with several implementing or considering $150 to $200 per month surcharges.”