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The Latest Compensation White Papers
  • Monday, July 18, 2016
    Until cancer touches your life, you just don’t realize it’s potential to impact you in unanticipated ways. In this article, we’re going to try to get you and your employees to anticipate some of them, with a focus on the piece that may be less obvious than the impact of cancer on one's health: the financial impact of cancer.
  • Tuesday, July 5, 2016
    Small companies may not have the same focus on cyber security as do their larger counterparts. After all, they may reason, why would anyone target such small potatoes? Because they are easy, according to experts and current research on cyberattacks.
  • Friday, June 17, 2016
    Loan defaults cause up to $10 billion of plan leakage per year, according to a Wharton/Vanguard study. So why not just eliminate the ability for participants to borrow from the plan? Because some employees would simply not join the plan at all if they did not feel a degree of comfort that they could access their accounts in an emergency. What can employers do?
  • Thursday, June 16, 2016
    Middle children, prepare yourselves. The following information may dredge up some painful emotions for you. As the forgotten, the overlooked—the Jan Bradys, if you will—you may particularly appreciate the following, especially if you were born between 1965 and 1980. That’s right, Generation X is another forgotten middle child.
  • Wednesday, June 1, 2016
    One key to solving the widespread problem of student loan debt may be in the boss’s hand. Traditional tuition reimbursement can help avoid debt in the first place. Meanwhile, some companies are utilizing a new benefit, student loan repayment. And now, evidence of ROI for such programs is becoming available.
  • Wednesday, May 4, 2016
    The best-designed compensation plan won’t work as intended if people don’t understand it. Explaining and, in effect, selling the plan are necessary to motivate desired behaviors, asserts Joseph DiMisa, senior vice president of Sales Force Effectiveness at Sibson Consulting. To do that effectively, he says, compensation plan communication should include specific elements.
  • Wednesday, April 20, 2016
    Known as a premium reimbursement arrangement, this consumerization model is nothing short of a complete turnover of the existing benefits landscape. No longer would employers be faced with administrative headaches and ever-increasing cost burdens. Instead, their involvement would be only in subsidizing part of the cost of benefits. Budgeting for benefits becomes easier; employers simply choose an amount of money they can afford to pay employees toward the purchase of their benefits and contract with a company that can help communicate and administer the program. "Once the program is under way," Lindquist says, "the company’s HR office shouldn’t need to spend more than 5 minutes per month working on benefits."

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