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Some employers erroneously assume they can offer tipped employees a tip-only pay structure and never pay a set cash wage.

Workspan Daily article;Comparing Individual CEO Performance Against Corporate Results , Workspan Daily article;Executive Decisions: Considering CEO Comp in Pre-Retirement Years , Workspan Daily article;Essentials of Executive Compensation , course; High-performing organizations tend to set the bar for all others.

Include: ;The data sets consulted;; ;The reasoning for the chosen substitutes;; ;Any adjustments applied (e.g., for specialty or geography); and,; ;The internal value-slotting logic.; This documentation provides defensibility and promotes fairness.

According to Ritter, seeing how the employer handled retirements and knowledge transfer in the past sets the tone.

This can help set participants on a path to success through individualized guidance.; Communication and Training How an employer communicates about GLP-1s can significantly impact the overall effectiveness of their use.

.; ;Leadership sets the tone.

Urso added, “Today, we have taken the first step toward setting a nationwide example by protecting our workers, retaining our talent and helping women achieve their highest potential.”

Access a related Workspan Daily article on this subject: ;A Compelling Case for Utilizing Voluntary Benefits; Access a bonus Workspan Daily Plus+ article on this subject: Voluntary Benefits’ Value Is Based on Integration into TR Package; But, supplemental health and welfare benefits also might trigger compliance requirements under the Employee Retirement Income Security Act of 1974 (ERISA) , the federal law that sets minimum standards and reporting requirements for employer-sponsored welfare plans.

These mandates apply to employers with 100 or more employees within a member state; however, states may set lower thresholds at their discretion.

To that end, the act sets a general minimum age of: ;16 years for employment in nonhazardous occupations; and,; ;18 years for employment in any occupation determined by the DOL’s Secretary of Labor to be hazardous to the health or well-being of minors.; As a caveat, children younger than age 16 may work if certain conditions are met — and the rules for agricultural and nonagricultural jobs vary significantly.