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Employee Compensation Survey Results As more legislation is enacted prohibiting questions about a job candidate's salary history, companies are reconsidering their policies.

Employee Compensation Survey Results As the U.S.

Employee Compensation Survey Results: Publicly Traded Companies This survey reveals how employers use a variety of short- and long-term plans to drive employee performance at publicly traded companies.

Save Reuse Permission The compensation professional’s role is to support the organization’s efforts to recruit, retain and engage employees.

A new compensation mechanism or equity transition will likely be needed to maintain engagement.

Brad Robinson, the compensation director for MasTec’s Power Delivery Group, and Rebecca McConnell, the compensation director for Konica Minolta Business Solutions, completed the panel.

.; Additional Information This course is ideal for HR professionals who are responsible for designing compensation programs and for influencing pay equity outcomes in U.S.

Event speakers included: Susan Brown, senior director of compensation, Siemens;Elizabeth Crofoot, senior economist, Lightcast;Connie Haney, director of total rewards, Acumatica (and faculty member, WorldatWork);Liz Supinski, director of research and insights, WorldatWork; Accounting for Supply and Demand Crofoot began the session by outlining some of the economic factors putting downward pressure on wage growth (i.e., higher workforce participation and lower labor market churn) and additional factors (i.e., inflation and productivity growth) that are muddying the waters given uncertainties in their direction and resulting impact.

Under the bill, if passed, employers would: ;Not be allowed to ask candidates about their current or prior salary; and,; ;Need to post the “minimum rate of pay” (i.e., hourly wage, salary, commission) for jobs.; In addition, the bill prohibits an employer from: ;“Requiring an employee to refrain from disclosing, discussing or sharing information about the amount of the employee’s wages, benefits or other compensation or from inquiring, discussing or sharing information about any other employee’s wages, benefits or other compensation as a condition of employment”;; ;“Requiring an employee to sign a waiver or other document that requires an employee to refrain from engaging in any of those activities as a condition of employment;” and/or,; ;“Discriminating or retaliating against an employee for engaging in any of the activities.”; This law would be applicable for W-2 employees (individuals formally employed by a U.S. company or organization) and independent contractors.

Save Reuse Permission Editor’s Note: Workspan Daily will be reproducing a monthly Compensation Café blog post for the benefit of our readers and to encourage further discourse on topics vital to compensation professionals.