Searching Pondering Equity-Based Long-Term Incentive Plans on page 69

The company wants to ensure that employees are not focused only on the cash rewards such as base salary (i.e., tangible rewards), but that they also believe in the company’s long-term vision and want to be a part of its culture.

Managing Costs, Designing Equity An employer that has worked to plan and implement equitable strategies to manage employee healthcare costs is Northwell Health, New York state’s largest healthcare provider with more than 85,000 employees across 21 hospitals and 890 outpatient facilities statewide.

Some of the most common benefits within these plans, according to Carpenter, include: College funding alternatives for families of executives;Sabbaticals;Flexible retirement alternatives to qualified plans ;Choice funding for life events such as turning age 50 and purchasing a vacation home;Phantom equity arrangements when stock is not available to share;In-service payments above annual bonuses for short term retention subject to restriction; The appeal to younger executives is a shorter commitment to realize the benefit, with some plans triggered in as little as five years.

Other key findings from the survey include: ;53% of C-suite leaders surveyed after the inauguration say the Trump administration’s anti-IE&D policies and/or rhetoric are likely to decrease corporate commitments in 2025.; ;47% of executives are expecting to see commitments remain the same or even grow as IE&D becomes increasingly polarized.; ;60% say their organizations are awaiting further developments on the new administration’s IE&D priorities, including enforcement plans, before making any changes.; ;55% say they are more worried post-inauguration about the risk of IE&D-related lawsuits, government enforcement actions and shareholder proposals.; ;22% of executives surveyed after the inauguration are currently considering reducing or eliminating IE&D-focused roles.; ;38% say they are contemplating ending incentives or manager evaluation criteria tied to advancing IE&D priorities.; California Bill Targets Use of AI to HR Decisions A California

Workforce Planning in the Great Resignation This report summarizes the results of a May 2022 WorldatWork survey conducted with uFlexReward and that examines how much turnover organizations are experiencing and the steps they are taking to respond to this workplace challenge.

Workspan Daily Plus+ article; For Everyone IRS Announces 2026 Contribution Maximums for Retirement Plans , Workspan Daily article;The Critical Role of Retirement Income Projections in DC Plans , Workspan Daily article;4 Steps to Help Pre-Retirees Consider, Plan for Retirement Income , Workspan Daily article;Retirement Plans: Design Considerations and Administration , course; Many employers in the United States would be required to contribute 50 cents per hour to an employee’s retirement plan, with a boost to 60 cents after two years and then continued increases with wage growth, under the stipulations of a recently introduced bill before the House of Representatives.

Long-Term Potential Though Marchand is encouraged by the initial response to the Guild program, he’s also excited about what the future may bring.

Uncertainty about whether another surge of infections might occur makes the long-term implications of short-term actions difficult to determine.

Here we can see that the theoretical basis for the topic can be found in social psychology where the term “equity” has been used to explain individual perceptions of equity’ in relation to exchange for rewards (Homans 1958).