Pay transparency—the degree to which an organization openly and proactively shares information about salaries—is a hot topic for many organizations. One factor drawing attention to this topic is increases in legislation. Ten states and cities (e.g., California, Colorado, New York City) have already passed laws that require employers to state their salary ranges, either in job …
One key question firms are asking as of late is: should employees that move to lower cost-of-living areas face a salary adjustment to align with labor costs at their new location? This practice is often referred to as “geographic differential” ― a percentage variation that adjusts pay for the cost of labor between locations. And while this practice isn’t …
Last month, I posted how Google developed a new “Work Location Tool” to assist employees in calculating how their compensation might decrease if they relocate or work remotely. This more recent article notes that since June, roughly 10,000 of the company’s over 135,000 workers have asked for permission to work remotely on a full-time basis or relocate to a …
Pay transparency refers to how open employers are about what, why, how, and how much employees are compensated. As noted in a previous post, a World At Work survey found that while 67 percent of firms view pay transparency as increasingly important, only 14 percent are giving it more than “moderate” attention. And with the gender pay gap continuing to widen, many are …
As organizations develop and implement practices for managing talent remotely, there are several implications to consider, including the impact of remote work on rewards and compensation. This topic has spurred a debate on whether workers that move to lower cost-of-living areas should face a salary change to align with labor costs at their new location. Google …
Pay equity– compensating employees the same when they perform the same or similar job duties while accounting for other factors, such as their experience level, job performance, and tenure with the employer (SHRM)–continues to be a priority for many organizations. And as this topic becomes increasingly important, many HR and Total Rewards leaders are reviewing their …
Pay transparency–allowing every employee to view what his or her colleagues earn–is a topic that generates much debate. Whereas some feel it fosters resentment among team members and limits employers’ bargaining power in recruitment, proponents such as Women’s rights activists advocate for full pay transparency “as the increased visibility encourages businesses to establish a standard of equal …
Pay transparency, in general, is the degree to which employers are open about what, why, how and how much employees are compensated, and the extent to which they allow employees to share pay‐related information with others. In recent years, several companies have taken measures to introduce pay transparency, either during recruitment or for internal compliance. …
A survey from WorldatWork and Mercer found that 67% of organizations report pay transparency as increasing in importance at their organizations. However, only 14% of organizations have approached pay transparency beyond a “moderate” level. Pay transparency was defined as the degree to which employers are open about what, why, how, and how much employees are compensated, …
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