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Accuracy diminishes as datasets age, but consistency and transparency in methodology remain more important than the never-ending pursuit of perfection here.

Such arrangements, researchers at Harvard’s JCHS point out, may carry some risk of complicating the employer/employee relationship, if housing-related disputes arise or for workers whose employment ends.

If this is the case, a process for year-end rating review, manager by manager, can ensure that decisions are firmly defensible.

Providing good-quality work should also be seen as a long-term objective in its own right, rather than as a means to a more important end (with the end being financial returns to shareholders).

The LTI target is the end point after three years.

As patients come to new norms with HCPs, expectations for salesforce-HCP interactions continue to change, since the world knows no concrete end date for the pandemic.

Expectations include tracking the beginning, end and duration of working hours, plus overtime and breaks, using an objective, reliable and accessible system that not only collects the data but records it so that compliance with daily and weekly maximum working hours can be verified, employment law attorneys at Orrick Herrington & Sutcliffe LLP said in a recent advisory.

If an employer tries to utilize RTO as “an end run to layoffs,” Bennett said, the employer could face legal liability in the form of violations of the federal Worker Adjustment and Retraining (WARN) Act and corresponding state laws (such as California’s Cal WARN Act), which mandate among other things, advance notice to employees.

The first disclosures under the final pay-versus-performance rule for calendar year-end companies began in the 2023 proxy season.

President Donald Trump’s plan to end remote work arrangements and return to fully in-person work.