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Internal Revenue Service (IRS), the amount must be reported as wages on the employee’s W-2.

Figure 2 shows that other approaches are used less frequently.

But maybe they say, “These are the three main job levels in our company, and to get from a 1 to a 2, here’s what it takes; or from a 2 to a 3, here’s what it takes.”

While only about 4% of employers offer student loan assistance to employees, it is becoming more common, and I think the need for these programs will only increase.

Survey: Politics are Becoming Tougher to Avoid at Work According to a recent Society for Human Resource Management (SHRM) survey, about 1 in 4 workers, or 26%, said they have personally experienced differential treatment (positive and negative) because of their political views or affiliation, The figure, from a survey of 500 workers, represents a sharp increase from 2019 when just 11 percent of workers reported differential treatment because of their political views or affiliations, reported the Washington Post .

In fact, around 1 in 4 veterans find adjusting to civilian workplace culture daunting.

INTOO reported toxic workplaces have the following characteristics , ranked from most to least affecting, with as many as 46% of survey respondents experiencing the top reported behaviors: ;Managers exhibiting favoritism with certain employees;Office politics;Office gossip or rumors;Managers or leaders ignoring employee feedback;Managers ignoring employees’ work - life balance;Managers overworking employees;Managers or leaders acting unethically;Unfair treatment of employees;Managers or leaders acting aggressively or in a cutthroat manner;Bullying, harassment or abusive behaviors ; ; The Damaging Effects of a Toxic Workplace INTOO’s survey data showed 80% of employees who have experienced workplace toxicity say it negatively affected their mental health, and nearly 3 out of 4 say it hurt their physical health .

CUPA-HR surveyed 3,791 employees from higher-education institutions across the country and found 1 in 4 employees said they are likely or very likely to look for other jobs in the next year — a nearly 25% decrease from the one-third of employees who reported the same in 2023.

“[Research shows] only 4% of leaders believe their approach delivers exceptional value — a figure that has barely shifted in a decade.

Key Takeaways Most Don’t Fully Explain Their Rewards Programs’ Design, Purpose;November Job Cuts Continue Trend of Year-Over-Year Jumps;ManpowerGroup Predicts Stable Hiring Outlook to Start 2026;Employers Are Changing How They Evaluate Job Candidates;Figures and Facts of the Week; Most Don’t Fully Explain Their Rewards Programs’ Design, Purpose According to Korn Ferry’s latest Global Total Rewards Pulse Survey , only 1 in 4 organizations clearly explain their reward programs’ purpose and design.