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In 2019, 69% of Vanguard participants had a single TDF account, up from 48% in 2010 (Table 8).

Targeting a 12-month timeframe to implement an intentional, considered approach to improving the rewards function — in concert with tools like a TR maturity model — can help organizations take specific and material action to boost their maturity and establish their rewards offerings as a competitive differentiator.

Employees become eligible for Chipotle's 401(k) match — either through student loan payments or direct 401(k) contributions — after 12 months of employment and 1,000 hours worked.

The 1.2% increase in the Employment Cost Index (ECI) last quarter and 4.2% increase for the 12-month period ending in March 2024, as reported by the U.S.

The Alight study also found: ;62% of employees who classify themselves as having high overall well-being report they plan to stay in their current job for the next 12 months, compared to 44% of those who consider themselves as having low overall well-being.; ;79% of high well-being employees say they are inspired to do their best work every day, compared to 39% of those with low well-being.; ;35% of high well-being employees say they have experienced symptoms of burnout, compared to 57% of those with low well-being.; Improving Well-Being Strategies Total rewards professionals can implement several strategies to improve employee well-being programs and increase engagement.

Research published in July from LIMRA, a trade association supporting the insurance and related financial services industry, revealed that 12% of surveyed workers said they had opted (or would) out of a benefit they were previously enrolled in sometime during the prior two years.

Carvana to Lay Off 2,500 Employees According to Reuters , Carvana announced it would lay off about 2,500 employees, or 12% of its workforce, as the online used-car retailer works to get back to profitability weeks after it reported dismal results.

As reported for the account manager job in 12 large country economies, the pay mix varies by 5% or less.

Low Opposition Institutional Shareholder Services (ISS) opposition settled lower at 12% so far (compared to 14% in 2022 and 11% in 2021 at the same time).

This year, 12% of organizations are determining base pay increases on something other than individual performance, a 10-percentage point spike from 2018.;16% of respondents say their organization used a ratingless performance review system in 2021, double the percentage in 2016.