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Workspan Daily
09/26/2025
The proposed list of “eligible jobs” is virtually identical to a
“preliminary” list released Sept. 2 by the IRS and the U.S.
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Workspan Magazine
07/27/2023
This may require a new approach to defining role requirements, constructing more flexible career paths, rethinking traditional compensable factors, and ensuring that skill pricing is part of your competitive strategy.” 2 in 3 employees now embrace internal mobility over external job searches Source: Global Trends Report 2023, HireVue.
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Workspan Magazine
12/03/2025
At the time the WorldatWork survey was conducted, more than 4 in 10 (41.8%) respondents indicated that their organization preferred to hire people who were specialists in a single area of TR.
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Journal Article
08/25/2025
Hamburg Commissioner for Data Protection and Freedom of Information. 2020. “ Hamburg Commissioner Fines H&M 35.3 Million Euro for Data Protection Violations in Service Centre. ” European Data Protection Board, Oct. 2.
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Workspan Magazine
05/15/2023
“In our research, what we see is that in the workforce, around 4 in 10 expect to retire after age 70 or do not plan to retire — and oftentimes they’re doing so for financial reasons,” Collinson said.
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Workspan Magazine
11/03/2023
Yet most executives surveyed – 3 out of 4 – believe their employees’ well-being has improved in the last year across the board, physically, mentally, socially and financially.
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Workspan Magazine
08/08/2024
The most equitable plans were those that put a dollar cap on the employer match, but they accounted for only 4% of the plans studied.
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Workspan Daily
09/05/2025
.; Washington High Court Upholds Language in Pay Transparency Law The Washington Supreme Court ruled on Thursday, Sept. 4, that job seekers do not have to prove they are a “bona fide” or serious applicant to be covered under a state law that enables them to sue an employer for not including a salary range on its job listings.
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Workspan Magazine
02/01/2021
Instead of across-the-board 3% to 4% raises, many HR and total rewards leaders are giving merit increases only to high performers and those who are making below-market salaries.
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