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This classic problem is notably one of the most untapped areas of rewards that will address attrition and help leaders to continue to attract and retain top talent, all while aligning with your cost-of-sales budget.

Gender-affirming care and fertility benefits, wellness programs with particular attention to cultural competence, ERGs with budgets and real influence in the organization, professional development investments, on-call legal support, benefits that are written to be intentionally inclusive, and overall storytelling and visibility in the workplace are key programs with big impacts.

Either way, it would be subject to all the federal group health plan mandates, which are: ;The Affordable Care Act (ACA); ;The Consolidated Omnibus Budget Reconciliation Act (COBRA); ;The Employee Retirement Income Security Act (ERISA); ;The Americans with Disabilities Act (ADA); ;The Health Insurance Portability and Accountability Act (HIPAA); ;The Genetic Information Nondiscrimination Act (GINA); ;The Internal Revenue Code; If a wellness plan does not provide medical care but is part of the employer’s group health plan, it may still have to comply with the above mandates if it provides rewards that impact employee healthcare premiums, deductibles or cost-sharing features.

However, many jobs lend themselves to this assessment method, which includes in-basket exercises (often for leadership positions), role playing (such as a customer service interaction) and case study analysis (as when a project manager must develop a plan to get a fictitious over-budget project back on track).

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 Experience; ;Finance and Budgeting; ;Organizational Performance; ;Well-Being; #1 Total Rewards & Comp Newsletter Subscribe to Workspan Weekly and always get the latest news on compensation and Total Rewards delivered directly to you.

At the same time, though, “employers are having to be more selective given their budgets,” Gorman said.

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In addition to training, organizations should provide managers with proven tools and resources to effectively plan for and manage leaves, including budgets to hire short-term cover for any parts of the job/role that are not distributed to an existing team member.

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;Finance and Budgeting;Well-Being;

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;Finance and Budgeting;Well-Being;