As the Presidential election draws closer, the conversation around the water cooler or in workplace blogs tends to stray into the generally verboten political arena, which can lead to serious problems for senior executives or managers who air their views too vocally.
If you're an outstanding finance executive or manager at an oil and gas company or business processing outsourcing organization there's good news for you on the compensation front. But if you're an average performer working in a non-growth industry, such as banking or retail, your pay next year will likely keep you barely ahead of inflation.
T-shirts and coffee mugs won't cut it, but gift cards and cold, hard cash just might. More companies are reporting a healthy return from their health and wellness incentive programs.
Pay-for-performance crucially hinges on understanding and optimizing compensation in all its various forms, from hourly pay to stock awards. But gaining an overall view of workforce costs is far from straightforward.
Investors' ire over abuses in executive compensation seems to have subsided now that most companies have met complex new disclosure demands from the SEC.
Cost increases will be stiff again next year, consumer-driven health-care plans are having minimal effect, and the cost-shifting strategy is played out. What's next?
The Senate may soon vote on a pay discrimination bill, the Lilly Ledbetter Fair Pay Act, that allows victims of pay discrimination to bring charges when they have enough information to support their suspicion rather than requiring a victim to file a suit within 180 days of the occurrence.
Global Trade and Logistics: Ask JPMorgan your questions
