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The 2% of adults now taking GLP-1s specifically to treat an overweight or obesity diagnosis represents a 587% increase over the last five years, according to nonprofit research and resources organization FAIR Health .

This survey examines the type of incentives organizations are using, which metrics they rely on for rewarding employees, how effective they are finding their rewards to be, and more.

In that scenario, which we have updated to use the 2021 tax laws, the tax disadvantage to the worker ranges from $542 to $1,176, depending on filing status and number of dependent children (see Table 2).

The return-to-office decision was a reversal from a policy introduced during the COVID-19 pandemic that allowed many employees to work from home as much as 60% of the time in an effort to increase flexibility and adjust to new ways of working.

Error Examples Missing information Omitted employee birthdates, hire dates, or signatures/dates in Section 1, 2 or Supplement B.

Consisting of three subchapters, 21 sections and 30 pages of definitions, requirements, explanations, repercussions and regulations, the FMLA: ;Energizes some HR and total rewards (TR) professionals because of its intricacy (lots of considerations and caveats), focus on individual employee need cases and positive end-user impact (e.g., protected time off for an employee to bond after the birth or adoption of a child).; ;Drains others because it can be administratively burdensome, be the subject of application-related lawsuits (from current and former employees), and necessitate policing to root out instances of employee misuse.; This article is meant to serve as a primer for HR and TR pros to help them and their organizations better understand and comply with this law.

(From our research, in any one year typically only 30 out of 600 companies earn this distinction.)

All public companies should adopt written compliant clawback policies within 60 days of the effective dates of their respective exchanges.

Paid Time Off Programs and Practices This report summarizes the results of a March 2019 WorldatWork survey conducted with PTO Inc. to gather information on traditional and PTO bank-type programs, as well as current practices in separate paid parental leave programs.

It examines such issues as which organizations are taking action on pay equity, how frequently organizations conduct pay equity analyses, the barriers and motivators of pay equity work, what types of compensation are included in pay equity analysis, how organizations share the results of pay equity analyses and more.