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COST-BENEFIT ANALYSIS According to the Congressional Research Service (2017), “An important and commonly performed type of regulatory analysis is a cost-benefit analysis (CBA) — a systematic examination, estimation and comparison of the economic costs and benefits resulting from the implementation of a new rule.”

.; Even though each type of equity compensation works a little differently — based on factors such as how it’s granted, how it vests or the rules for using it — they all share the same core purpose: giving employees a stake in the company’s success.

Depending on the type of payment or reward, an organization may only gross-up for federal, state and local taxes and some may also cover 401k contribution withholdings.

Here are examples of how organizations adopted lesser-utilized types of childcare options for their employee populations — and the results they achieved.

By leading the market in providing these types of benefits, organizations can cultivate a more engaged workforce, ultimately benefiting both employees and the organization as a whole.

Organizational drivers of innovation should be identified to focus rewards — in terms of the types of innovation, metrics and the rewards eligibility of employees who are expected to drive it (e.g., senior level roles, select roles, all employees).

“Because in the new world of work, we actually want to act diversely and be fair and make sure that every type of character has the same opportunities, and often such incentive systems end up in the fact that the one who shouts the loudest gets it.”

California started the wave in 2016 by passing the California Fair Pay Act, which expands the types of jobs that may be compared and limits the factors employers may use to justify differences in pay.

“Without that kind of basis, I also think it’s really hard to think about the type of reskilling or upskilling the workforce will need.”

Alaska Pay Equity: Under the Alaska Human Rights Law , it is illegal for employers to discriminate on the basis of sex when it comes to paying wages, or employ a female in an occupation at a salary or wage rate less than that paid to a male employee for work of comparable character or work in the same operation, business or type of work in the same locality.