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If those provisions are not included, officers may be within their rights to contest later attempts to hold back pay from those other sources, thereby depriving the company of the broadest range of potential sources of recovery. 2.

They are evidence based and offer research-backed interventions. 2.

For 2026, boards should carefully consider incentive plan design to ensure these plans are designed for resilience, including goal-setting, pay mix, long-term incentive (LTI) vehicle mix, etc. 2.

The Journal of Total Rewards Second Quarter 2024 | Volume 33 | No. 2 Studies of a variety of topic rewards topics, from AI and pay transparency to career advancement to analyzing a pay gap.

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A recent study conducted by WorldatWork and SalesGlobe, for example, found that, across industries, 60% of employees are currently working remotely on average, and 77% of organizations will make remote-work policies more flexible after the pandemic.

The response from employees was swift: Within two months, 60% had used the company’s ITM and 80% had recommended it to colleagues.

., Global Caution , Workspan Daily article; More than 60 million U.S. workers are now covered by pay transparency laws across 12 states, with another dozen state laws set to take effect later this year.

Ongoing research from Stanford University professor of economics Nicholas Bloom provides evidence that hybrid workplaces generally outperform purely 2018 (in-office) and 2020 (fully remote) approaches. 2.

On Jan. 2, less than three weeks before inauguration day, the FTC filed appeals to the Fifth Circuit and Eleventh Circuit after lower federal courts in Texas and Florida decreed in August that the commission exceeded its rulemaking authority in banning noncompetes for most U.S. employers.