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Event speakers included: Susan Brown, senior director of compensation, Siemens;Elizabeth Crofoot, senior economist, Lightcast;Connie Haney, director of total rewards, Acumatica (and faculty member, WorldatWork);Liz Supinski, director of research and insights, WorldatWork; Accounting for Supply and Demand Crofoot began the session by outlining some of the economic factors putting downward pressure on wage growth (i.e., higher workforce participation and lower labor market churn) and additional factors (i.e., inflation and productivity growth) that are muddying the waters given uncertainties in their direction and resulting impact.

Learn: Sales Compensation: Foundation and Core Principles Some of these areas have a direct impact on sales compensation plan design, others are areas being contemplated for the change needed in a sales rep’s skills, traits, drivers and/or behaviors.

“The problem is that many companies are relying on decades-old compensation and leveling structures that were meant for managing compensation — not communicating about compensation,” she said.

Existing noncompetes for senior executives — who the commission said represent less than 0.75% of workers — can remain in force under the final rule, but employers are banned from creating or attempting to enforce any new noncompetes, even if they involve senior executives.

In response, a group of Fortune 500 executives — including former Merck CEO Ken Frazier and former American Express CEO Ken Chenault — helped launch OneTen , a nonprofit intended to place one million Black Americans into “family-sustaining jobs” in the next 10 years.

Pew’s research, conducted in early February with 5,902 respondents, did not surprise experts in the compensation space, as the push for pay transparency via legislation and as part of an effective compensation strategy has no doubt emboldened more women to seek higher pay.

Common actions have included: ;Conducting a compensation review of all employees (50%);; ;Performing a compensation review of specific employee groups (48%);; ;Hiring people higher in relevant salary ranges (45%);; ;Enhancing their use of retention bonuses or spot awards (43%);; ;Raising starting salary ranges (40%); and,; ;Targeting base salary increases for specific employee groups (37%).; A Glimpse at Compensation Practices Outside of the U.S.

See Issue Journal of Total Rewards Q3 2021 This issue looks at ways to fix Social Security’s funding gaps, a pay equity primer for executives, investing in retail employees, and more.

.; Additional Information This course is ideal for compensation and HR professionals who are responsible for designing compensation programs and influencing pay equity outcomes in U.S.