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He stated, “There are many issues that require regulatory clarity and stability so that the system can function properly, including (1) modernizing defined contribution plans to include alternative investments, such as private equity and cryptocurrency ; (2) the consideration of ESG [ environmental, social and governance ] factors; (3) the fiduciary rule as applied to [individual retirement account] rollovers; (4) mental health parity; (5) plan forfeitures; (6) pension risk transfers; (7) tobacco and vaccine surcharges and wellness programs; (8) managing pharmacy benefit managers and healthcare costs; and (9) cybersecurity to protect participants assets — just to name a few key issues.

.; ;Nearly 3 in 5 Americans admit avoiding important screenings — up from 51% in 2023.; ;Women are most likely to admit skipping common recommended screenings and are less likely than men to have a feeling of control over many aspects of their health.; According to Sadhna Paralkar, the national medical director at HR and benefits consulting firm Segal, there are several preventive care programs to consider.

While the 2026 projection trails those from the previous three years, it remains more robust than the general 3% projections that were prominent for most of the past decade-plus.

Boeing stated on Aug. 15 the company had started informal discussions with the union: “Our offer, which represents the richest deal ever offered to IAM 837, remains available except the bonus that was conditional on an Aug. 3 ratification.We strongly encourage our employees to take a closer look at that offer and see how it would grow their pay.”

.; ;Less than 1 in 3 workers are confident their organization will guide them on the skills they will need in the future of work.; This article discusses how HR and total rewards (TR) leaders can help close communication and transparency gaps and improve employee trust in AI adoption.

(See Figures 2 and 3.)

Faulty assumption 3: Satisfied employees understand their pay (or don’t need to).

Yet only about 1 in 3 organizations has considered or is considering using algorithms to make pay decisions, Gartner research shows, and a couple of common concerns are holding them back.

Figure 3 shows that the most positive impact was perceived to be on performance (with a net positive impact of 79%).

A Gartner survey found that only 3% of companies would fire noncompliant employees, and only 30% would have HR talk to those who don’t show up ( Sahadi 2022).