Searching California Law Could Be Tipping P on page 65

While retirement benefits remain a staple for most organizations, non-qualified deferred compensation plans could serve as an alternative solution to retain high-performing talent and executives to navigate the upcoming economic terrain.; Reuse Permission Despite continued concerns over inflation and an economic downturn, the U.S. economy remains in a tight labor market.

After all, such an exercise could help identify a meaningful trend or concerning view, which if acted upon could head off a deterioration in the perception of unfairness or worse, an exodus of your top sales talent.

“If the number is high, then this could have a clear positive impact of getting something into the plan for these participants,” he said.

Employers could automatically enroll new employees in the plan.

This budget and time could be allocated to new and innovative projects that are forward-looking rather than reactive.

And finally, career growth programs are often tailored to traditional workers and/or traditional career paths, curbing nontraditional workers’ opportunities to participate and disengaging them from career growth that could be extended to them in the form of career recognition.

Some global employment law experts have said they expect it to continue permanently and potentially affect nearly 50,000 companies.

For WorldatWork Members FLSA Implementation Toolkit , tool;FLSA Research , survey-based research;Multi-State Laws Comparison Tool , tool; Reuse Permission The Fair Labor Standards Act (FLSA) in the United States requires all work positions to be classified as nonexempt (overtime eligible) unless an employer actively seeks exempt status (not overtime eligible) and can prove a position meets the exemption criteria.

Further, increasing transparency, linked to protected employee communications about pay and new laws requiring the posting of pay ranges when hiring, makes it an imperative to ensure employees are appropriately placed within (or outside of) their pay ranges.

Organizations in those situations benefit from having the various data holders work together, especially as laws regarding pay transparency become more widespread.