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WD: In today’s high-turnover environment, how might HR leaders shift from a “pay-for-performance” model to a more purpose-driven workplace?

For WorldatWork Members The Outperformance Stock Unit: Meaningful Long-Term Incentives at Minimal Initial Expense , Workspan Magazine article;Exploring Executive Compensation Decision Making , Journal of Total Rewards article;Incentive Goal Setting is Becoming More Flexible , Journal of Total Rewards article;Executive Compensation Update: Key Developments and Future Insights , on-demand webinar; For Everyone The CEO Left.

Remote employees’ pay structure is determined by the office to which they are the closest.; ; ;Set pay rates based on the remote-work location of the worker, such as their home address.; ;Set pay rate based on the U.S. national level, adjusting upward for the remote-work location if in a more expensive geographic area.; ;Set all employee pay at the same level, irrespective of location.; Although you could structure your remote worker compensation as mentioned above, or perhaps a different way particular to your industry, be mindful that the approach you take is consistent and fair across all employees.After deciding your philosophy, let’s explore five best practices when determining how to pay remote workers.

May an employer set a mandatory retirement age for employees?

In a statement , DoorDash said that it didn’t anticipate the rule causing changes to its business model or to its workers’ status as independent contractors.

Read: Return-to-Office's New Balancing Act Many organizations have already adopted a hybrid model by designating certain days or times to be in the office while otherwise allowing employees to work remotely, and Turnbull predicted most companies will continue to offer flexible and hybrid options to stay competitive.

That doesn’t mean every worker will need to know how to write code or build AI models — but some familiarity with the technology as it relates to workers’ respective industries will likely soon be a job requirement for most people.

McMullen: AI is accelerating a broader shift in rewards philosophy from job-based to skills- and capability-based models.

Your approach to setting salary increase budgets should be taken with your organization’s financial and competitive situation in mind, rather than what you are reading in today’s headlines.

The post-pandemic generosity that once defined executive compensation packages is giving way to a more measured, sustainable model as employers focus on financial prudence, flexibility and long-term value.