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But mixing in a business setting is different and requires a different set of skills.

.; The session includes a case study about how one organization with employees structured a benefit set that provided the right care, saved money and got employees back to their lives.

We’ve moved walls, put on an addition, redid the kitchen and all of the bathrooms.

The repayment obligation terms are set forth in a separate agreement from the primary employment contract (e.g., offer letter or employment agreement).; ;A five-day review period with an attorney.

.; ;A pullback of in-office amenities such as treat-filled kitchens, free meals and on-site baristas.; ;Reduced convenience-geared perks like commuting reimbursements and free laundry services.; ;More-conservative salary budgets and lower bonuses.; These changes have led many HR practitioners to feel as though they need to prioritize operational efficiency and cost savings over creatively and generously investing in employee retention and attraction.

If you’re considering this tactic, here’s your primer to set the right wheels in motion.

The criteria can vary quite a bit across systems and typically include rules around setting a price for tasks based on how much work needs to be done (e.g., distance traveled, time worked) and can take into account other factors, such as work conditions (e.g., traffic), demand (e.g., peak period supplements), performance targets (e.g., speed) and client feedback, to adjust pay rates.

Each phase has its own focus, its own set of critical touchpoints, and its own set of role and identity changes.

This webinar will focus on how to introduce frameworks that increase productivity and motivation while improving self-care and boundary setting.