Searching Workplace Equity on page 59

Explain any compensation allocations that the employee is receiving (such as merit increase, market adjustment, promotional increase, bonus, equity) and the intent of each reward.

Editor’s Note: Additional Content For more information and resources related to this article see the pages below, which offer quick access to all WorldatWork content on these topics: Employee Compensation ;Equitable and Diverse Workplaces ;Pay Equity Laws By State ;

Nebraska voters approved Initiative 436 , the “Nebraska Healthy Families and Workplaces Act,” with nearly 75% of the vote.

“Additionally, there is a compensation and equity issue for employees who don’t need or use the benefit.”

Resource: Pay Equity Laws by State: Are You in Compliance?  

For WorldatWork Members WorldatWork’s Salary Budget Survey , research;Compensation Immersion Program , course;Performing a Pay Equity Analysis , course;Cracking the Compensation Code: Connecting Pay Strategy, Transparency and Benchmarking , on-demand webinar; For Everyone Global Salary Increase Budgets Contracting; U.S.

., boiled down his remarkably readable 180-page, 48,000-word doctoral dissertation into the 5,000-word “Perceived Pay Equity Matters and Predicts Employer-Valued Outcomes” paper, which leads off this issue.

.; Conduct a Comprehensive Compensation Analysis: Easily assess salary structures, promotional budgets, equity adjustments, lump sum awards, and variable pay, all in one authoritative report.; Generate Streamlined Reporting: Our Online Reporting Tool allows you to effortlessly customize and drill down to create U.S. and Canada tailored reports for your industry, geographic area, organizational size and/or revenue.; Recognized as the definitive gold standard in compensation studies, trusted and relied upon by compensation professionals worldwide, WorldatWork’s Salary Budget survey has helped organizations benchmark effectively and stay competitive for more than 50 years. 

“People deserve equal pay for equal work… all employers need to be transparent about what people are being paid to close the pay gap between men and women,” said Kelli Paddon, parliamentary secretary for gender equity.

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