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To level-set on this benefit and understand ways employers can maximize its success (to the organization and to the workforce), Workspan Daily (WD) connected with Sara Taylor, the senior director of employee spending accounts at WTW, for an FSA question-and-answer session.

As a counter-counteraction , OPM’s Ezell sent a memo to department and agency heads later on Feb. 3 that called provisions in union contracts that limit an agency’s ability to set telework policy “likely unlawful and unenforceable,” and stated that setting telework eligibility is a “management right.”

Setting direct measures is fraught with challenges and the knowledge that the event — should it arise — is likely to look very different.

Let’s move this article forward by level-setting with a few “truths”: ;Harmonization is not about centralization but rather creating the right balance between corporate consistency and divisional flexibility.; ;A structured governance framework with clear steps and decision-makers is essential for successful harmonization of decentralized business units.; ;Standardized platform roles and compensation blueprints create consistency while accommodating necessary divisional variations.; ;Effective change management, including cross-divisional collaboration and executive sponsorship, is critical for successful implementation.; ;Measuring and communicating the business impact of harmonization initiatives reinforces the value of continued alignment efforts.; We will unpack this in the sections to come.

The Benefit Is Sitting on an Invisible Shelf Think of a benefit offering as a set of boxed products, with mental health as one of the most important boxes.

SALARY HISTORY BANS AS A MEANS TO ELIMINATE PAY GAPS Employers’ practice of setting starting pay based on applicants’ salary history has played a significant role in perpetuating the wage gap.

Facebook might be the most high-profile example of the tricky nature of setting compensation for workers performing similar jobs in different locations.

In short, an employer can set up its own fund or partner with an outside not-for-profit, and then extend grants to employees with hard- ships.

For example: An employee who sets a goal of helping people with disabilities may be asked to attend a seminar related to employment of people with disabilities on a monthly basis.

In September, questions about the DOL’s ability to set such salary thresholds under the Fair Labor Standards Act (FLSA) were resolved (for now) when the U.S.