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Step 2: Assess Potential Peers in Aggregate When reviewing the peer group in aggregate, a simple starting point is to weigh sample size and company positioning.

; Documenting these guardrails (setting grade midpoints to the 60th percentile of a blended survey cut, for instance) can reduce debate, accelerate onboarding and keep future configuration changes tethered to strategy. 2.

The benefit for customers is a more unified experience: Your core HR or performance system now comes with built-in compensation features that previously you’d have to get elsewhere. 2.

; 2.

A single, integrated program offering that addresses multiple needs can simplify navigation. 2.

Kopsch said the sector has for years over-relied on two maxims: 1) pay a steady wage; 2) wait and see.

KPMG laid off about 5% of its U.S. staff in June — including advisory, tax and back-office people — four months after cutting some advisory personnel, nearly 2% of U.S. staff.

In June, it announced plans to trim an additional 200 jobs, or 2% of its workforce.

Sickness or Disability When an employer has 1) a PTO plan that can be used for sick days and 2) the employee is not yet eligible for that PTO or has exhausted that bank, then the employer may dock the employee’s salary in full-day increments only.

Employers should: (1) review compliance assistance materials; (2) specifically identify the potential violations, employees affected and timeframes each employee was affected; (3) calculate the amount of back wages owed to each employee, if applicable; and (4) specify any other FMLA remedies that are necessary for compliance.; ;Employer reports compliance issue(s) to WHD.