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Explain the intent of each reward type (for example, merit vs. bonus) and what data points (e.g., stakeholder feedback) affected the allocations that the employee is receiving.

According to Johnson, regardless of what steps employers have taken in the past, they will need to examine the effects of the new thresholds and rules on their pay practices to ensure compliance, assuming that these proposed regulations will take effect 60 days after the publication of the final rule.

California’s new law mandates that large fast-food chain restaurants (those with 60 or more locations nationwide) must raise their minimum wage for workers in the state from $15 per hour to $20 per hour.

“In many ways, the AI solutions we’re seeing today are the culmination of 60 years of innovation, starting with the integrated circuit and progressing through the personal computer, internet, mobility and big data,” he said.

According to the research, degree requirements automatically screen out the more than 60% of American workers over the age of 25 who do not hold a four-year degree, as well as 76% of African Americans, 81% of Americans in rural communities and 83% of Latino workers.

Access a Workspan Daily article on this subject: ;Geared for Success: The Benefits of More Frequent Compensation Cycles; Types of Additional Comp Cycles Start out with an understanding of the various types of extra compensation cycles, which one would best address your business’ needs and how the change fits into your pay philosophy, said Andrea Derler, a principal of research and value at people analytics company Visier.

Only 23% of the 1,000 surveyed full-time workers aged 42 or younger (and only 18% of workers 30 or younger) expressed a strong interest in remaining with their employer long term.

Recertification Course Credits WorldatWork Recertification Credits 2 Compensation Credits CEUs 0.2 Credits HRCI Recertification 2 Credits SHRM Recertification 2 Credits Learning Options Exercises are included throughout each section of the course for hands-on practice.

While employees would like to work remotely on average 2 days per week around the globe, employers only plan 1.1 work-from-home days per week.

According to language in the bill, the DOL should be prevented from “[requiring] a fiduciary to select, or [prohibiting] a fiduciary from selecting, any particular type of investment alternative, provided that a fiduciary provides the participant or beneficiary an opportunity to choose, from a broad range of investment alternatives, the manner in which some or all of the assets of the participant’s or beneficiary’s account are invested, according to regulations prescribed by the Secretary.”