Comp and Coffee

With many companies deferring 2020 merit cycles and a potential minimum wage increase on the horizon it’s not hard to foresee pay compression challenges looming on the horizon. Bill, Matt, & Russ discuss the issue and share what they know of how organizations are working try and get ahead of it.

The CEO’s of Payscale & Payfactors, Scott Torrey & Jeff Laliberte, join us to discuss how this merger came to be, what it means for our clients, and what it means for the future of compensation.

David Chun, CEO and founder of Equilar, joins us to discuss the challenges, opportunities, and options for companies looking to improve diversity in leadership through the Equilar Diversity Network (EDN).

Jo, Matt, & Russ discuss how HR has had to adapt and respond tactically to the new strategic challenges as we move into stage 2 of the global pandemic.

Bill, Matt, & Russ share news on changes to AB5 in CA thanks to new Proposition 22 passing. California has made two changes to how contractors and freelancers are treated---in opposite directions.  What could this mean for employees in every state?  How should you be thinking about your contract and freelance workers?

Russ & Sarah discuss how to keep your employees feeling appreciated in a time of COVID and remote work.

Bill, Matt, and Russ discuss the evidence and likelihood that the possibility of remote work is permanently influencing the landscape of talent pools and what the implications are for HR and compensation.

Bill, Matt, & Russ use the City of San Francisco's upcoming proposed ballot initiative--Proposition L---to discuss the pros and cons of governments creating business taxes for companies with a high CEO-to-median-employee pay ratios.  

Bill, Matt, & Russ discuss why getting job descriptions right is the critical first step in analyzing and establishing gender and racial pay equity.

Delve into the world of salary structures with Kim, Erica, & Russ as they explore job-based ranges versus traditional grades and structures. They discuss the importance of maintaining pay equity, the precision of job-based ranges, challenges in implementation, and optimizing compensation structures for pay equity. They also touch on a hybrid approach in job pricing for enhanced compensation management decisions.