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“If companies are looking for lower-cost workers that fill traditionally non-exempt roles, they may still be willing to hire in the countries affected by these laws as many employers who hire hourly workers are already familiar with the concept of no contact outside working hours,” he said, adding that hiring in other areas that require flexibility — such as a salesperson or an executive — will present new challenges.

“If people don’t feel their contributions are acknowledged or their growth is supported, no amount of compensation alone can reignite their passion or loyalty.”

“This is one of the thorniest issues with pay transparency; these ranges were never meant to be shared publicly and weren’t designed with public consumption in mind,” said Gail Greenfield, executive vice president of pay equity and total rewards strategy and solutions at Trusaic.

“Judge Jordan said the rule was invalid because it effectively made salaries the determinative factor for a vast swath of people,” MacDonald said, adding that statute verbiage on employment in a “bona fide administrative, executive or professional capacity” suggests the determinative factor almost always should be what the person does — not what the person earns.

This shift makes skills the basis for hiring, employee development, advancement and compensation.

Join us as we engage with guests in the HR and rewards fields – including practitioners, service providers and academics — and people outside the field, including prominent business executives and authors, to gather perspectives on the ever evolving world of work.

;Compensation structure for sales specialists.

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“Work from anywhere is not a pandemic play,” said Jose Guereque, executive vice president of infrastructure and chief information officer at Teleperformance.