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Set to be enforced by June 2026, this landmark regulation expands the definition of “pay” to include not only base salary and bonuses but also benefits in cash or kind, such as pensions, insurance and allowances.

A clear and shared vision of the EVP encapsulates this strategic intent from the employee vantage point and helps set the foundation for a deliberately crafted total rewards strategy for sales.

Facebook Memo Urges Managers to Call Out Low Performers In a move that one report called “a dramatic change of tone for the social media giant [that] once set the tone for the relaxed and laid-back attitude that characterized Silicon Valley,” an internal Meta memo instructed engineering managers to report low performers to human resources.

“By being able to discuss the exact factors that contribute to an employees’ total compensation (for example, factors like tenure, skill sets or location) and the reasoning behind their organization’s salary ranges, employers will be able to thoroughly address any questions or concerns.”

“SECURE 2.0 is a potentially industry-shifting set of legislative changes,” said Mark Smrecek, senior director, retirement, at WTW.

.; Student loan payments are set to resume Oct. 1, which will likely have a negative impact on millions of U.S. employees’ financial well-being after three years of pandemic-related respite from payments.

.; Federal regulators will soon field more comments and concerns from employer and industry groups at a public hearing set for March 15 — centering on recent proposed guidance about new requirements for long-term, part-time (LTPT) employees under the SECURE 2.0 Act.

Set up employee resource groups.

Read: The Global Compensation Puzzle A challenge may arise if systems are set up differently across business units or countries — and may be magnified if different systems are used.

To address this, the memo from Abruzzo: Set forth a proposed framework to determine the lawfulness of such provisions;;Outlined her intent to have the board prosecute and seek “make-whole monetary relief” in cases involving preexisting stay-or-pay provisions; and,;Explained the circumstances under which employers can cure preexisting stay-or-pay arrangements by Dec. 6 to avoid prosecution.; “Stay-or-pay provisions have serious potential for suppressing union organizing and other concerted activity for mutual aid or protection, including by impairing job mobility,” Abruzzo said in a news release posted on the NLRB website.