Searching Pondering Equity-Based Long-Term Incentive Plans on page 65

“Such ‘promotions’ can offer a practical, short-term solution, with the emphasis on short-term, especially when the workflows surge and the budgets are tight,” he explained.

To address these issues, respondents highlighted the value of long-term programs vs. sporadic opportunities.

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Clearly distinguish between incidental absences (e.g., sick leave, vacation) and event-based leaves (e.g., short-term disability, parental leave).

.; ;The ensuing long-term repercussions include income interruptions, lower salaries, delayed career progression , decreased short-term and long-term savings, and reduced Social Security benefits .; Additionally, pay inequity plays into the retirement gap, said Dena Faccio, the senior vice president of total rewards, employee relations and HR business partner-workplace solutions at investment company Voya Financial.

The long-term effects of current working conditions remain to be seen, said Ulrich, who sees this lack of social cohesion as a contributing factor to the mass employee exodus that began in 2021.

See the Graphic Report See the Graphic Report Read the Executive Summary Read the Executive Summary Explore the Total Rewards Priorities Quiz 241 participating leaders 45% Directors or Senior Directors 39% have Total Rewards job titles 32% plan to adopt a strategy that balances growth and innovation with a careful evaluation of risk and resource allocation to ensure long-term sustainability.

“In tight labor markets, offering onsite childcare is certainly a recruitment and retention tool for those with young children or those planning to start a family,” said Julie Stich, CEBS, the vice president of content at the International Foundation of Employee Benefit Plans (IFEBP).

This report adopts a definition of nontraditional work that is based on arrangements between workers and the individual or company that pays them.

According to Julie Stich, vice president of content at the International Foundation of Employee Benefit Plans (IFEBP), employers/plan sponsors should: ;Review all new plans that were established after Dec. 29, 2022, to ensure compliance with automatic enrollment and escalation rules.; ;Update plan documents to reflect the new requirements.; ;Communicate the automatic features to employees, including opt-out options and investment choices.; Baker Donelson’s Robinson noted employers should take extra care to review their plan administration to ensure compliance with the new 2025 requirements of SECURE 2.0.