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LEARN: Strategic Communication in Total Rewards Reinventing the Benefits Experience Upon arriving at Ipsen, Leo and her two compensation and benefits team members spent much time replying to employee questions about where and how to find contact information for benefits vendors, as well as the types of benefits offered.

But the challenged orders do not define any of the operative terms, such as ‘DEI,’ ‘equity-related,’ ‘promoting DEI,’ ‘illegal DEI,’ ‘illegal DEI and DEIA policies,’ or ‘illegal discrimination or preferences’ — let alone identify the types of programs or policies the administration considers ‘illegal.’”

;Suggestion: Use a task force of stakeholders from sales management, sales operations and finance to develop a set of design policies that — based on job content — specifies design practices regarding plan eligibility, target compensation levels, pay mix, leverage (upside), number and types of performance measures, and performance and payout periods.

EMPLOYEE BENEFITS, EQUITABLE & DIVERSE WORKPLACES Microshifts Offer Macro Flexibility for Hourly Workforce Employers in industries that rely on hourly shift workers typically struggle to provide employees with the type of workplace flexibility that their white-collar counterparts often enjoy.

The types of compensation affected by cuts include: ;Bonuses (61%); ;Equity or stock awards (60%); ;Raises (59%); ;Benefits (53%); ;Base salaries (43%); According to the report, many organizations that are cutting compensation or using layoffs to fund AI are planning to take a flat, across-the-board approach to raises in 2026, sometimes referred to as “peanut butter raises,” rather than tying compensation to individual performance.

Many different types of pay plans have been created over the years, each with a different twist to address the needs of organizations and their employees at the time.

When considering the structure of a GBS, businesses should also have a handle on the types of employees they are looking to attract.

“These types of evaluations can pay significant dividends from an attraction and retention perspective,” he said, “[and] ensure appropriate cost management of these programs and compliance with the myriad of leave laws in existence today.”

While these types of modification ideas are offered with best intentions in mind, they too often result in program tinkering.

“It’s exponential compared to other types of employment segments,” he added.