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The formula is: total participant contributions divided by the total salary of all eligible employees times 100.

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“That speaks to the power that non-financial rewards like job security, benefits and flexible work have in retaining employees,” said Monica Martin, a senior director and total rewards leader at WTW.

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“We do believe organizations are using it more to help when they may not have the ability to give a higher raise or a bonus,” Toman said, warning that, as always, it comes down to the total rewards package, so compensation has to be competitive, job title creativity aside.