Searching Pondering Equity-Based Long-Term Incentive Plans on page 57

The company treated me with the same equity and care as everyone else — which was actually pretty notable at the time because my marriage was not legal at first.

; If these compensation plan practices are competitive within the market, then it may not be a plan design issue at all.

-based employers with operations in the EU may go about developing a global pay equity strategy and reporting plan.

Step 1 in that rule called for covered organizations to ensure all employees who are classified as exempt from overtime make at least $43,888 in annual base salary ($844 per week) beginning on July 1 (up from the previous $35,568 annual [$684 per week] standard outlined in the DOL’s 2019 final rule ).

District Court for the District of Maryland, had ruled Feb. 21 that the Trump administration overstepped Constitutional boundaries and used overly vague terms (in particular, the word “illegal” as it applies to DEI, discrimination, preferences and more) within two EOs: ;EO 14151 , “Ending Radical and Wasteful Government DEI Programs,” which called for “the termination of all discriminatory programs, including illegal DEI and ‘diversity, equity, inclusion and accessibility’ (DEIA) mandates, policies, programs, preferences and activities in the federal government, under whatever name they appear.”; ;EO 14173 , “Ending Illegal Discrimination and Restoring Merit-Based Opportunity,” which instructed federal departments not to issue contracts to private organizations that enforce DEIA frameworks, prevented affirmative action from being implemented by government contractors, revoked certain parts of the Equal Employment Opportunity (EEO) order and other orders in terms of federal contracting

Here’s why: The term “compensation” has more than one meaning.

“The complexity of executive compensation puts less focus on base salary and more on variable or incentive compensation, and salary increase budgets for executives tend to be a bit lower,” said Liz Supinski, director of research and insights at WorldatWork.

Those will have long-term and downstream effects in terms of who gets promoted and who’s advancing.

;Ramp up the action plan.

Lori Shannon, a Chicago-based partner in Barnes and Thornburg’s benefits and compensation practice group, foresees more employers using wellness programs to offer premium incentives, i.e., discounts, to participants in their group health plans for receiving COVID-19 vaccinations, rather than imposing penalties for passing on the vaccine.