This Astronology® , the third in our three-part series, examines non-profit executive compensation. In considering non-profit executive compensation, employers and Board have two primary legal concerns.
It’s that time of year again! Organizations are planning their salary increase budgets for the coming year. That process isn’t as simple as it looks, however.
In the 1970s, management theorist Peter Drucker suggested that top executive compensation should be 20 times the amount of the average worker’s pay.
In today’s job market it is critical to know how much to pay employees while staying competitive with industry and geographic peers.
In a 2017 small business survey conducted by Justworks and Squarefoot, it was reported that less than half (44%) of employees felt that unlimited Paid Time Off (PTO) is important.
Without a prompt and visible response, even the best designed employee opinion survey or exit interview process will fall prey to employee cynicism.
By guest author: Michael Santocki for Crystal & Company. This guest article originally appeared on Crystal & Company Viewpoints
As recent events—from the Harvey Weinstein scandal to near-daily mega-cyber breaches—illustrate, risk concerns continue to shift.
After a long, 20 quarter revenue loss, IBM, a company known to be a proponent of remote work, dismantled its remote work option this past May.