Searching Pondering Equity-Based Long-Term Incentive Plans on page 39

While the term “merit” implies a performance-based increase, in reality, at most organizations it’s a “catch-all” for a wide range of factors,” she said, such as market movement, equity and performance.

Performance equity provides additional upside and/or downside leverage to traditional equity incentives based on set performance goals.

Workspan Daily article; Two pieces of federal legislation on employee stock ownership plans (ESOP) moved one step closer to becoming laws after the U.S.

The summation of the pay plan elements — base pay and target incentive earnings — must be market competitive, internally equitable and fiscally responsible.

It encompasses job levels, job titling conventions, grades, career paths, spans of control, the criteria for career movement and equitable compensation programs based on job value.

More Than 80% of Organizations Have Taken Action on DEI Initiatives in 2021 Employer Actions and Employee Perspectives included in WorldatWork’s Diversity, Equity and Inclusion Survey September 28, 2021 Scottsdale, Arizona — WorldatWork’s “Trends in DEI Practices and Policies” shows an across-the-board increase in diversity, equity and inclusion (DEI) actions.

Access a related Workspan Daily article on this subject: ;‘Neither Dead nor Dying’: Studies Explore the Current State of DEI; Access a bonus Workspan Daily Plus+ article on this subject: ;From Program to Core Strategy: Workplace Equity Evolves to Endure; Reframing Programs Many organizations are using new terms to describe their programs — substituting “culture” or “belonging” in place of “diversity, equity and inclusion” (DEI) as a formal name — while maintaining the original spirit and benefits, said Kara Dennison, the head of career advising at Resume.org.

Proc. 2025-19 ).; ;The Department of Health and Human Services released a final rule in June that included updated out-of-pocket annual limits for certain group health plans (which were notably retracted and increased from previously announced 2026 limits).; Additionally, H.R. 1 (otherwise known as the One Big Beautiful Bill Act), which President Donald Trump signed into law on July 4, introduced significant changes to benefit plans that TR pros can incorporate into their benefit plan designs for 2026 and beyond.

Taking a closer look at the structure of the CEO compensation package in businesses listed in Europe, the median weights of components are base salary, 30%; short-term incentives, 30%; and long-term incentives, 40%.

Framing the HSA as a “retirement health account” rather than just a copayment fund helps promote long-term planning and use. 4.