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Our analysis found 72% of companies’ equity plans included an evergreen provision at IPO.

Course: Health and Welfare Plans: Plan Types and Administration Managers can play a pivotal role in employee well-being, but they’re lacking organizational support.

In fact, fewer organizations overall (36%) reported difficulty in attracting and retaining employees, down 9 percentage points from last year’s report and 17 percentage points from the prior year.

Other key findings include: Grants of restricted stock/restricted stock units remain high, offered by 54% of organizations compared to 56% in 2021 — and much higher than the 36% for 2015-2020.

Forty-nine percent of surveyed organizations now report targeting base pay above the market median (compared to only 36% in 2018), with mature entities almost three times more likely to do so.

“When evaluating any particular investment type, a plan fiduciary’s decision should consider all relevant facts and circumstances and … necessarily be context specific,” it stated, adding that particular investments or investment strategies should not be singled out for increased or “special” scrutiny.

Pay Transparency Plays a Role Advocates of increasing pay transparency have posited that over time it will level out the playing field and limit the effects of bias — the type that could potentially occur from salary negotiations.

.; ;Workers at smaller organizations tend to get less time off — for instance, at employers with fewer than 50 workers, 72% of workers have access to sick leave, compared to 90% of those at businesses employing more than 500 people, according to the U.S.

A majority of organizations are not transparent in key aspects of their reward program. 36% of organizations provide employees the salary range for the role they are in;41% do not have a documented compensation philosophy;37% provide employees with basic compensation strategy and design information;Only 19% say a majority of their employees understand their compensation philosophy;Only 17% are transparent in their salary range postings, when not required by law.; These varied areas of focus make it difficult for organizations to balance the benefits and trade-offs of becoming more transparent.

The survey found that 35% of L&D leaders are using VR or simulation today, and more than 72% of these leaders plan to experiment with VR or simulation for soft skills training by 2022.