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Pretax Commuter Benefits Qualified transportation fringe benefits (QTFBs), also known as Section 132(f) programs, represent perhaps the most common type of commuter benefit program being used by employers today.

.; It’s these types of pay practices that enable a healthy and equitable pay system and it’s helpful to see their connection to our overall goals.

Less than a quarter of employers currently provide this type of coverage, according to Mercer's report, which also recommended covering robust fertility and reproductive care.

Offer gender-affirming care and parental benefits for all types of families, and ensure policies are written to explicitly encompass LGBTQ+ employees and their needs.

How do we prepare for the types of change at work that we’ve never experienced before but must navigate, nonetheless?

Options for Smaller Organizations Onsite childcare may make more sense for certain types of employers, Izbicki said, including: ;Those in industries (e.g., manufacturing, education, healthcare) where employees are generally unable to work remotely;; ;Organizations with a heavily female population or a significant proportion of younger workers; and; ;Large offices or headquarters with many onsite employees.; While 6% of organizations currently offer or are planning to offer onsite or near-site childcare, that number grows to 9% of employers with 500 or more employees, and between 13% and 18% of organizations with 5,000 or more workers or more, according to additional research by IFEBP and Mercer .

For instance, short-term supply issues often have a major impact on what different types of engineers are paid in the short term.

“Both types of mentorship programs offer the ability to share insights, knowledge, skills and abilities with someone who wants to learn more or get sage advice,” she said.

For example: ;New Jersey’s Assembly Bill 3950 , which became law in January 2022, requires employers to provide notice to employees for certain types of geotracking.; ;New York’s Notice of Electronic Monitoring , published in May 2022, requires employers that monitor or otherwise intercept their employees’ telephone calls, e-mail, or internet access or usage to provide written notice to employees.; ;Connecticut’s electronic monitoring law , updated in 2024, forbids employers from engaging in electronic monitoring in areas designed for the health or personal comfort of employees or for the safeguarding of their possessions, such as restrooms, locker rooms or lounges, and intentionally overhearing or recording employment contract negotiations.; ;Just over half of U.S. states prohibit employers asking for employees’ social media account information.; This article discusses what total rewards professionals can do to ensure their organization’s surveillance policies don’t wind up

“A ‘mandatory fun’ type of event will bring certain people out and leave a lot of others behind,” Amato said.