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Only 2% of surveyed organizations considered recognition to be a competitive differentiator, and 31% did not consider recognition to be a differentiator at all.

.; Step 2: Establish Efficacy Categories and Benchmarks Plan efficacy is assessed by how effectively the plan design improves oral health outcomes while controlling costs.

Analyzing Soft Skills Communication continues to be a prime soft skills emphasis, but professionalism hitting the No. 2 spot on the ResumeTemplates list was quite unexpected, said Toothacre.

These programs should aim to: 1) understand employee mental health and barriers to well-being; 2) reduce stigma and increase empathy and social connection; 3) alleviate stress and burnout; and 4) enable access to timely, high quality care for employees.

Acknowledging that “the workplace is changing,” Microsoft President and Vice Chair Brad Smith wrote in a June 2 blog post that the company respects employees’ right to unionize and does not believe that the organization’s employees or stakeholders “benefit by resisting lawful employee efforts to participate in protected activities, including forming or joining a union.”

Christine Hendrickson, vice president of strategic initiatives at Syndio, said compliance balances on two pillars: 1) analyzing and ensuring workplace equity; and 2) communicating about it.

.; Step 2: Identify and Prioritize Strategic Business Needs It is important to understand your compensation needs relative to the organization’s strategic business plans.

For instance, 2% of surveyed employers offered paid pet leave for the first time this year.

According to the Internal Revenue Service (IRS), for calendar year 2025, a “high-deductible health plan” is defined under § 223(c)(2)(A) as a health insurance plan with an annual deductible that is not less than $1,650 for self-only coverage or $3,300 for family coverage, and for which the annual out-of-pocket expenses (deductibles, copayments and other amounts, but not premiums) do not exceed $8,300 for self-only coverage or $16,600 for families.

.”; This law would be applicable for W-2 employees (individuals formally employed by a U.S. company or organization) and independent contractors.