Searching Compensation on page 73

For organizations that already have formal grading and compensation structures, the task now becomes examining the eligibility of compensation and benefit programs.

Editor’s Note: Additional Content For more information and resources related to this article, see the pages below, which offer quick access to all WorldatWork content on these topics: ;Employee Compensation; ;Finance and Budgeting; You have to login to perform this action.

As such, compensation and benefit changes should be rooted in data, such as employee sentiment (gathered through focus groups, pulse surveys, interviews or TR optimizations) and benefits claims data, Dahl explained.

Editor’s Note: Additional Content For more information and resources related to this article, see the pages below, which offer quick access to all WorldatWork content on these topics: ;Employee Benefits; ;Employee Compensation; ;Organizational Performance; You have to login to perform this action.

According to Sue Holloway, a compensation content director at WorldatWork, TR professionals can help workers by: ;Ensuring regular compensation amounts and cycles are not disrupted;; ;Maximizing methods of financial delivery to address expediency, accessibility and security;; ;Providing access to supplemental financial resources; and,; ;Identifying external assistance programs.; “It’s important to make sure employees receive their pay checks/deposits, plus address situations that can impact if and how workers are paid if they cannot work or get to work, and if the business or worksite is closed,” Holloway said.

Unit labor costs in the nonfarm business sector increased 5.7% in Q1 2025, reflecting a 4.8% increase in hourly compensation and a 0.8% decrease in productivity.

;Compensation structure for sales specialists.

The 3rd Circuit panel said that while a salary is a fixed amount of compensation paid out at regular intervals, paid time off is a fringe benefit that has no effect on a worker's wages and can be paid irregularly, such as when an employee leaves a company.

Central to the directive is the principle of “equal pay for equal work of equal value,” aimed at eliminating pay discrimination by requiring that roles of comparable worth be compensated equally, regardless of the gender of the employee.

Court of Appeals for the Fifth Circuit in New Orleans, which covers Louisiana, Mississippi, and Texas, upheld a district court’s decision that two highly compensated IT engineers were not properly paid on a salary basis and, therefore, not exempt from the overtime requirements of the Fair Labor Standards Act (FLSA).