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High-risk, compliance-related or safety-related communications also should be directly communicated.; ;Snail mail: Information about benefits or programs that also are relevant to employees’ families.; ;Portals or knowledge hubs (e.g., corporate intranets): Reference materials, frequently asked question (FAQ) documents, evergreen content, general benefits information, policies.; ;Weekly digests: Action-oriented reminders that are time-bound or repeated, but not as urgent as standalone reminders.; ;Teams channels or other chat mechanisms: Reinforced messaging to improve reach for employees who aren’t regularly on email.; ;Town halls and live forums: Complex or sensitive topics that would benefit from open, real-time dialogue.; ;Office hours: One-on-one meetings or opportunities for employees to ask additional questions.; By utilizing a strategy that blends “push” (direct messaging) and “pull” (making information accessible for employees to find when they’re looking for it)

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In its role as intermediary, the platform provider is the only one of the three parties with full access to and control over the data, processes and rules of the platform (Schmidt 2017).

“This is one of the most significant SEC developments in the executive compensation arena in the last decade,” executive compensation consulting firm FW Cook wrote in a blog .

With the increase in one-time services, these workers earned money based on the transactions rather than on long-term employment relationships.

One lesson of recent years is that even well-meaning, non-prejudiced individuals can have blind spots about race, gender, sexuality, family responsibility and other issues that could lead to unconscious bias.

Pay communications should be accessible and understandable , and presented in a variety of ways — through emails, webinars or online modules, self-service information in an employee portal, and one-on-one meetings or open office hours, Romanyshyn said.

“One thing I wanted to do in my book [“One Life”] was share how intersectional everything is.

On the one hand, the opportunity for a non-consolidated bonus can be repeated, giving more opportunities to reinforce incentives and motivate staff, compared with consolidated pay raises that often present just one opportunity for the same pot of cash.

; Consider promoting resources and highlighting tools available through your financial wellness program or EAP partner, such as one-on-one financial counseling or on-demand educational workshops covering topics like saving and budgeting, which might help employees plan ahead for a new pay schedule.