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For example, if a nonexempt employee’s total compensation for the year is $50,000, and the bonus is 10% of that (i.e., $5,000), then no further payment is required.

For virtual meetings, such as a weekly department meeting, make the first five to 10 minutes dedicated to nonwork updates or icebreakers.

And, about 9 in 10 say that having a sense of purpose is an important component of their job satisfaction and well-being .

She shared TIAA Institute research found a 10% increase in retirement savings between the ages of 22 and 23, indicating some Gen Z workers are starting to save for retirement as soon as they start working.

The same study showed that employees who understood how pay was determined ranked 10 percentage points higher than colleagues in trust in the organization and ranked 11 percentage points higher in perception of pay equity.

On the organizational side, 7 in 10 employers say providing workers with access to mental health resources is a top priority for 2024, according to a Business Group on Health report .

As of the publication of this article, 10 states (plus the District of Columbia) and six municipalities have active pay transparency laws.

The agency document stated just 10% of all the jobs were specifically telework positions with no expectation of on-site work.

The bill, if passed, would require employers with more than 10 employees to: ;Include a salary range for prospective employees in any job posting;; ;Maintain records of salary ranges for each position, and then share that information with an employee upon request; and,; ;Keep all pertinent salary records for three years after an employee leaves the employer.; The bill doesn’t specify any enforcement mechanism for violations.

.; ;While employers annually spend an average of $16,501 per employee on health coverage, only 10% of employees understand that value; 25% believe their employer spends only $1,000 a year on their health benefits.; ;40% of employees don’t recognize health insurance as part of their total compensation, while 48% don’t consider 401(k) or 403(b) plans — and 68% don’t see supplemental insurance — as a component of their compensation.; “This lack of awareness and perceived irrelevance leads to underutilization and lost value — not just for the employee but for the employer footing the bill,” Liebel said.