Searching Workplace Equity on page 85

While workplace benefits might be at the center of managing employees during the pandemic, their strategic role depends upon a clear understanding of the current and future impact of COVID-19 on practices for managing employees.

Holidays and PTO Policies Mini-Study, research; Reuse Permission A significant decline or increase in paid time off (PTO) usage may indicate workplace concerns or improvements in staffing, corporate culture, managerial influence or the economy.

“We increased our adjustment budget to address internal equity concerns caused by the Great Resignation, as it has become harder and more expensive to recruit people into the organization,” O’Connell said.

Equity partners not meeting the ADEA’s definition of “employee” (some lawyers, doctors, etc.) may also be required to retire at an established age.

.; ;Collusion or unlawful coordination on “diversity, equity and inclusion” (DEI) metrics , which Ferguson said “may have the effect of diminishing labor competition by excluding certain workers from markets … on the basis of race, sex or sexual orientation.”; ;Deceptive job advertising , including job postings that “lure potential employees with false promises regarding important issues like rates of pay or benefits.”; ;Harmful occupational licensing requirements , where employers or professional associations advance or promote “needless occupational licensing restrictions that can serve as an unwarranted barrier to entry and reduce labor mobility.”; While Ferguson stated his agency will target unreasonable noncompete agreements and other restrictive practices that violate federal laws, he underscored it will not do so through rulemaking.

Week 4: Gaining Shareholder Approval Format: One session, virtual (live), one hour Content:  Learn the process and what it takes to gain shareholder approval of an equity compensation plan, including the best approaches to drive buy-in with senior management, compensation committees, proxy advisors, and shareholders.

For the employer, biased reviews leading to inaccurate ratings can cause equity and discrimination issues, as well as a false understanding of the performance levels of the workforce.

RECOMMENDATIONS FOR PRACTICE Prioritize team-based rewards over individual ones, but within teams prioritize equity (or fairness) over equality.

As an example, breaking the stigma of asking for support and making it OK to ask for support within the workplace is a challenge faced by nearly every organization.

As Michele Parmelee, Deloitte’s global chief people and purpose officer, said , “Companies are starting to understand that if they want to succeed in Industry 4.0, they must create agile work environments and modernized workplace cultures where employees can continuously acquire new skills to keep up with the changing nature of work.”