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If the NLRB continues to take the approach of the previous GC, Murguia said employers should analyze their stay-or-pay agreements in several ways to determine their legal implementation and enforcement: ;Ensure the agreement is voluntarily entered in exchange for a benefit.; ;Ensure the repayment amount must be reasonable (i.e., no more than what the employer spent on providing the benefit).; ;Ensure the “stay” period must be reasonable in light of the cost of the benefit, the value to the employee, whether the repayment amount decreases over the course of the stay period and the employee’s income.; ;Ensure the repayment will not be required if the employee is terminated without cause.; “Additionally, certain organizations that have noncompliant agreements should be prepared to pay financial remedies to make any individual employee ‘whole,’” Murguia said.

; And, sellers fret, asking: ;Is my manager treating me fairly?

Are there any WorldatWork resources that may help me prepare for the CECP Exam?

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In speaking with a few leaders beforehand, it was clear to me that the organization was torn between the “old” ways of working and the “new.”

Renew Now Don't Show Me Again This content is exclusively for WorldatWork members.

Renew Now Don't Show Me Again This content is exclusively for WorldatWork members.

Renew Now Don't Show Me Again This content is exclusively for WorldatWork members.

Renew Now Don't Show Me Again This content is exclusively for WorldatWork members.

Look Out for Gaps and Risks When assessing your process, Martin said to be aware of: ;Rewarding visibility instead of contribution;; ;Confusing “similar to me” with “ready”; and,; ;Treating high potentials like a list you update once a year instead of a living system.; “Leaders can address this by making potential decisions auditable — require behavioral evidence tied to outcomes,” she said.