TOTAL REWARDS

Upping the ante

Gone are the days of sifting through Excel cells or binders to audit employee compensation on a once-a-year basis.

Employers have more access to compensation data than ever before, thanks in part to laws that have prompted companies to start sharing more information about pay, as well as a push by workers to receive more information about how they’re paid. The proliferation of pay data makes HR’s role more complex, but technology has also evolved to meet the needs of today’s compensation managers.

Thanks to advancements in HR tech, employers can now monitor pay on a more continuous basis, as well as work to correct inequities within their organizations, compensation experts told HR Brew.

A different world. Data collection has changed quite a lot in the over 30 years since David Turetsky, CHRO and VP of consulting at Salary.com, has been working in compensation. “We used to get binders,” he said. “We used to participate in surveys, on paper, get binders back like five or six months later. Now, everything is electronic.”

Keep reading here.—CV

PRESENTED BY CALM

Less stress, more success

Looking to increase workplace wellness? Tune in March 21 for a practical, inspiring path forward with Calm.

This demo webinar breaks down what Calm’s platform and toolkit have to offer your employees, your workplace, and even your overall business. Because, of course, happier employees are more productive and engaged employees.

Here’s what to expect:

• product highlights of their most advanced behavioral analytics and features
• customer stories of how Calm’s content and engagement strategies have provided value
• a live Q&A session
• an optional Calm relaxation session

Don’t miss your chance to see how Calm can help your company in this fun-sized, conversational intro.

Register for the webinar today.

HR STRATEGY

State of RTO

Anyone else tired of the return-to-office conversation?

“I thought that by now, RTO and the conversation around it would have died out,” said Michelle Seidel, founder and principal consultant at Milestone Results Strategies and former Willis Towers Watson consultant. “And yet when I get HR leaders and business leaders together, it is almost always the top topic of discussion.”

Last year, HR Brew asked readers about their RTO plans for 2024. Nearly one-half (46%) said they planned to return to the office, with 8% intending to do so full-time and 37% on a hybrid schedule. Some 34% said they’d already returned to the office, and 21% said they’re sticking with remote work. And it’s not just HR Brew readers: 39% of respondents to an August Resume Builder survey of HR managers and business leaders said they plan to RTO in 2024. Around one-half (51%) said they’d already returned to the office, and just 2% said they plan to continue to WFH indefinitely.

It’s been over three years since employers started to RTO, but that doesn’t mean all the kinks have been worked out. We spoke to Seidel and Felicia Lyon, partner at KPMG, about what HR leaders planning a 2024 RTO should consider.

Keep reading here.—MC

COMPLIANCE

Legislative lowdown

Employers that don’t already offer retirement plans to their workers would be required to do so under a recently proposed federal law.

Rep. Richard Neal, a Democrat from Massachusetts, reintroduced a bill on Feb. 7 that would require employers with more than 10 workers to automatically enroll their employees in an individual retirement account (IRA) or another similar savings plan, such as a 401(k).

Neal, who first introduced this legislation in 2017, said in a statement that “automatic IRAs are simple, effective, and proven tools to help more workers save for secure retirements.” The bill would build on automatic IRA enrollment policies already in effect at the state level, which Neal said have been effective not only “in increasing savings rates,” but also in helping “close racial, gender, and income savings gaps.”

What this would mean for HR. Employers that already sponsor a retirement plan would not be required to make a change under this legislation, according to a fact sheet from Democrats on the House Ways and Means Committee, which Neal chairs.

Keep reading here.—CV

TOGETHER WITH EXPRESS EMPLOYMENT PROFESSIONALS

Handpicked for your hiring needs. Craving a personal touch? Get quality candidates chosen just for you with Express Employment Professionals. They’ll analyze your unique staffing needs, match you with the right candidate, and even perform quality-control checks on your candidate’s performance. Find an Express location near you.

WORK PERKS

JOBS