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Read: TR is Key to Successfully Integrating AI and Work This starts with gathering and effectively analyzing employee data to determine which rewards are most prioritized — and to identify pay equity gaps within the company.

.; For an employee to be exempt, that person must meet specific salary-basis and duties tests for: ;Executive, administrative or professional (EAP, or otherwise known as “white collar”) employees;; ;Outside sales or computer employees; and/or; ;Certain highly compensated employees .; To be considered exempt, employees must: ;Be paid a salary that meets the DOL’s salary-level requirements ;; ;Be paid on a salary basis; and,; ;Have primary job duties that fit one of the exemption categories.; The Minimum Wage Component The FLSA requires employers to pay covered, nonexempt employees at least the minimum wage.

Dynamic governance components include: ;Real-time market monitoring with a “finger on the pulse” understanding of current situations, when lacking formal sources;; ;Scenario planning and periodic stress-testing of salary budgets;; ;Clear frameworks on when to trigger COLA, USD pay or salary reviews; and,; ;Cross-functional collaboration between TR and its colleagues in legal, finance and treasury.; Organizations that navigate this well are emphasizing transparency, data-backed decision-making and legal defensibility.

The WTW Global Executive Compensation Analytics Team (GECAT) analyzed CEO pay trends across the S&P 1500.

.; Strategizing for Withdrawals Step 3 is to analyze withdrawal sequencing and longevity protection.

Those who tested the waters as gig workers during the pandemic “were successful because of relationships,” said Kathleen Duffy, president and CEO of the Duffy Group, a Phoenix-based executive recruitment firm.

Workers and their representatives, especially those from underserved communities, should be informed of and have genuine input in the design, development, testing, training, use and oversight of AI systems for use in the workplace. ; ;Ethically developing AI.

Engage in ongoing bias testing, collaborate with legal counsel, and document all efforts to identify and address potential bias or unequal treatment, Viola noted.

Access bonus Workspan Daily Plus+ articles on this subject: ;Pro Tips on Utilizing Data to Spot and Close Skills Gaps; ;How to Leverage Skills Testing for Total Rewards Success; This presents an opportunity for employers to not only upskill current workers, but to reward them for acquiring new skills.

“An organization willing to try something on a temporary basis gets credit from the workforce and gets a chance to test a new benefit.