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Workspan Magazine
07/27/2023
Australia Australia Hikes Minimum Wage in Response to Cost-of-Living Surge As of July 1, Australia’s employees on the minimum or award wage system saw a 5.75% rise in pay to $23.23 per hour, or $882.80 per week.
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Workspan Magazine
08/20/2021
Ceipal, Rochester, NY Product: Diversity Roadmap URL: ceipal.com/diversity/ The Basics Diversity Roadmap is part of the larger CEIPAL Workforce platform, an all-in-one, cloud-based workforce management system.
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Workspan Daily
09/21/2022
Additionally, your technology — like project management systems and analytics platforms — should also make it easy to collect the information you need.
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Workspan Magazine
11/28/2022
This involves setting up systems based on clarified principles and strategies around: What “pay equity” actually means and setting up rewards processes that guide and sustain equitable pay decisions.
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Workspan Daily
05/12/2023
Goldman fought — successfully, in some cases — to send some women in the case to arbitration, a more secretive system.
Workspan Magazine
02/05/2025
The goal: Merck, the global pharmaceutical company, sought to rebuild its recognition system to get away from an approval-based model (in which only 20% of employees received any kudos) and allow for no-hierarchy, real-time and peer-to-peer recognition in a fully equitable way.
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Workspan Daily
03/10/2025
Sometimes, conveying the EVP can be challenging, and understanding the rewards system the candidate comes from helps the TR professional determine how to tailor messages in a way that promotes understanding, appreciation and interest in a new opportunity.”
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Workspan Daily
08/11/2025
Medicare strongly influences market prices due to its outsized role as a payer in the U.S. healthcare system.
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Workspan Daily
01/30/2026
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The report suggests TA teams that rely on manual coordination (and attempt to keep pace with growth by adding hiring headcount) are falling behind, while those that redesign hiring around AI-enabled systems are pulling ahead.
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Workspan Daily
03/16/2026
Traditional approaches — involving static rating systems and
“peanut butter” merit increases — aren’t hitting the mark with employees, leading to particular issues with top talent (frustration, decreased motivation, retention risks, etc.).
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