Searching Compensation on page 49

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

Part of the American Rescue Plan initiated by the federal government through the Federal Pandemic Unemployment Compensation Act (FPUC) allowed gig workers to collect unemployment compensation, first in the amount of an additional $600 per week beyond what a state would provide.

Of this larger group, 70% were granted consistent to the company’s regular LTI program, with time or performance vesting typically measured over three to four years.;30% of promoted CEOs received one-time promotional LTI awards, with time and performance horizons stretching from five to 10 years, characterized as inducement grants or front-loading compensation in lieu of future considerations.; All Things Considered When compensating a newly promoted CEO, organizations should understand how the timing of the promotion fits with the regular compensation cycle.

Learn: Sales Compensation: Foundation and Core Principles Some of these areas have a direct impact on sales compensation plan design, others are areas being contemplated for the change needed in a sales rep’s skills, traits, drivers and/or behaviors.

For this installment, Workspan editors spoke with Brad Hill, principal at Clearwater Human Capital, a Chicago-based compensation firm, who identified two key issues facing rewards leaders at the moment: How organizations are helping their workers deal with inflation, and the role of rewards and compensation in helping these same companies hold on to employees at a time when a red-hot labor market is creating significant engagement and retention challenges.

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An additional 22% compensate these employees in other ways.

Published in late November, data from the ninth annual report found: ;Market-based pay adjustments remained the primary approach to base compensation.; ;Annual cycles continued to be the preferred cadence for performance reviews.; ;Training focused on diversity, equity and inclusivity (DEI) dropped 20% from 2023.; The WorldatWork study, which reflects TR programs and practices for the 2025 plan year, covered 15 categories, including compensation, benefits, well-being, career development and recognition.

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.

;Increase the total annual compensation level for exemption as a “highly compensated employee” (HCE) under the FLSA.; A Legislative, Judicial and Executive Collision Was the DOL’s appeal anticipated?