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How much should you be paying to attract and retain the best employees, based on your industry and location?

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The Latest Compensation White Papers
  • 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."
  • Tuesday, April 5, 2016
    PayScale’s latest study of compensation practices, the 2016 Compensation Best Practices Report, shows that many companies are rethinking traditional ways of handling pay. Their efforts seem to focus on retaining top performers rather than on recruiting, as in earlier years. "We are in the midst of a sea change in the way companies think about compensation," said Mike Metzger, president and CEO at PayScale. "More employers realize the importance of adopting innovative approaches to pay in order to retain the people who are making the largest impact.
  • Friday, March 25, 2016
    As healthcare costs continue to rise, many employers are trying out accounts that can help employees pay their out-of-pocket costs. There are several types available, although each share one critical feature—the ability for employees to pay their eligible medical expenses pretax. There are also some key differences. Here is information you can use to decide which reimbursement account best fits your company and your employees.
  • Thursday, March 24, 2016
    Just how important are benefits to your employees? How much responsibility do you, as an employer, have for providing benefits?
  • Tuesday, March 15, 2016
    Let’s get down to brass tacks: Pay is the reason people go to work. Yes, we may derive satisfaction from our job or even view our own worth through the lens of what we do and how much we’re paid to do it.
  • Friday, March 11, 2016
    John Trentacoste of Farient Advisors spends much of his day thinking about, planning for, and reacting to the environment around executive compensation. Do you need to know something about the Dodd-Frank Act? Sarbanes-Oxley Act? Clawbacks, triggers, or any other of the myriad details involved in this field? He finds this stuff fascinating. That’s why we approached him to discuss the 2016 outlook in executive compensation.
  • Friday, February 26, 2016
    We spoke recently with Patrick Delaney, who is vice president of T. Rowe Price Investment Services, Inc. Delaney has spent time and effort in recent years talking to audiences about generational differences and how they impact retirement savings. One such discussion is built around an interesting thought: in order to encourage young workers, i.e., Millennials, to save, you need to make changes in both your 401(k) plan, and in how and when you communicate it.

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