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Rounding out the top five in the global benchmarking study are No. 2 Germany, No. 3 Mexico, No. 4 Spain and No. 5 Canada.

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Eighty percent of leaders formally solicit seller feedback (compared to 60% within the broader market), incorporating the voice of the employee into decisions around training, sales management and diversity, equity and inclusion (DEI) programs.

.”; ;“Consider postponing for 60 days from the date of this memorandum the effective date for any rules that have been published in the Federal Register, or any rules that have been issued in any manner but have not taken effect, for the purpose of reviewing any questions of fact, law and policy that the rules may raise.”; For two rules that have generated a lot of publicity and legal challenges in recent months: ;The Federal Trade Commission’s noncompete final rule was published in the Federal Register on May 7, 2024 (with an effective date of Sept. 4, 2024).; ;The Department of Labor’s final rule updating the salary threshold for overtime exemptions was published in the Federal Register on April 26, 2024 (with an effective date of July 1, 2024).; 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: ;Equitable and Diverse Workplaces; ;Total

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Only 2% of organizations reported not having pay equity on their radar, according to WorldatWork’s “ Pay Equity Study ,” which was fielded in conjunction with Fidelity Investments.

For this reason, 53% of them will offer a cancer-focused center of excellence approach in 2024, the survey found, with an additional 23% considering this approach by 2026. 2.

This is down from the 2% general/COLA that was provided in 2023, which fell well below the 2.3% that organizations had projected from the year prior.

Particularly in cases where companies have multiple unique compensation programs within a single organization, capturing all information on sales roles, sales compensation plans and pay, and performance results can provide accurate visibility into the current operations. 2.

As shown in Figure 2, pay increases for longer-tenured executives are less than those for shorter-tenured peers.