Searching Workplace Equity on page 40

For WorldatWork Members How to Calculate the ROI on Your Wellness Program , Journal of Total Rewards article;Workplace Wellness: Best Practices Study , Journal of Total Rewards article; Reuse Permission Employers in the United States need to base the components of a compliant employee wellness program on their thorough understanding of interconnected laws.

Companies accomplish this by starting with the Total Compensation reported in the Summary Compensation Table, subtracting the grant date value of the equity awards, and adding in the: (1) year-end fair value of equity awards granted during the year that remain unvested at the end of the year; (2) fair value of equity awards granted during the year at vesting date for awards that vested prior to year-end; (3) change in fair value from last day of prior year to last day of current year for unvested equity awards outstanding at the end of the prior year; and (4) change in fair value of equity awards granted during a prior year from the last day of prior year to the vesting date for awards that vested prior to the end of the current year.

Workspan Daily article;A Road Map for Developing Your Global Pay Equity Strategy , Workspan Daily article;How Pay Transparency Connects with Job Architecture and Employee Trust , Workspan Daily article;Pay Equity Laws by State — Are You in Compliance?

Section 401(k) plans invest mainly in mutual funds that are then invested mostly in equities or bonds.

Reuse Permission Throughout the past two-plus years, we’ve been collectively experiencing tectonic shifts in the workplace.

Employers with more complex pay packages, such as those that include other incentives like equity, stock or bonuses, need to effectively communicate that value to enhance recruitment and retention efforts.

And one of the most visible (and easy to measure) metrics around equity in the workplace is the gender and race pay gaps.

This is bound to elicit emotional reactions, but it is useless as a measure for determining whether pay equity exists.

This benefit signals to employees that the company values their well-being, making it an attractive workplace feature.

The law does not specify whether other forms of compensation such as bonuses, commissions or other forms of equity or benefits must be included in job postings.