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.; To illustrate, when setting a salary range, your market philosophy tells you what cut to open (e.g., software engineers in Seattle), and your compensation philosophy tells you what number to pull from that cut (e.g., the 75th percentile to lead the market).

In addition, policies shouldn’t be “set it and forget it.”

The NPRM specifically stated the proposed analysis would: ;Set forth distinct standards for determining joint employer status in “vertical” and “horizontal” scenarios — a distinctionthat courts and the DOL have long drawn.; ;Advise thathorizontal joint employment exists when separate employers are sufficiently associated with respect to the employment of the same employee, but that business relationships which have little to do with the employment of specific employees — such as sharing a vendor or being franchisees of the same franchisor — are alone insufficient to establish joint employment.; ;Adopt a four-factor analysis for use in every case of potentialvertical joint employment, examining whether the potential joint employer:; ;Hires or fires the employee;; ;Supervises and controls the employee’s work schedule or conditions of employment to a substantial degree;; ;Determines the employee’s rate and method of payment; and; ;Maintains the employee’s employment records.; ;

While many organizations have been focused on annual pay equity analysis and addressing disparities found, comparable analyses leveraging the same or similar data can be run concurrently to identify a set of actions, beyond remedial pay adjustments, to promote workplace equity and reduce the broader pay gap.

It means most of these plans were set at the end of 2025, signaling employers are less-than-optimistic about the outlook for 2026,” said Andy Challenger, the chief revenue officer for Challenger, Gray & Christmas.

Sharell Thomas, the total rewards director at Tides Network, a San Francisco-based nonprofit and philanthropic organization, believes bonus programs are set up to either succeed or fail.

“This education offering adds to Citi’s extensive set of benefits that support our colleagues personally and professionally.”

“Take the opportunity to set the narrative about compensation before your employees fill in the gap.”

“Organizations can influence pay equity directly by setting goals and implementing programs to ensure they are hiring, developing, promoting and retaining Black workers at similar rates to their white peers,” Martin said.

“Set an action plan designed to [continuously review and] effect change, and establish consistent practices across all departments and divisions,” said Sue Holloway, a compensation content director at WorldatWork.